The annual employee engagement survey and its outcomes are often a bugbear in many organizations. Powerful analytics slice and dice the surveys in an attempt to extract vital information to allow organizations to better understand why their engagement might be low and lackluster. In today’s tight labor market, employee engagement has been put firmly back on the front burner as organizations grapple with fast-changing market conditions in trying to both attract and retain the human resources critical to the survival of ongoing operations. What can we learn from organizations that have higher engagement and retention than their industry peers? In this article, we examine the top five factors most highly correlated with good or bad employee engagement.
