Why Low Employee Engagement is a Myth
One of the most common things I hear people say is that only ๐ญ/๐ฏ ๐ผ๐ณ ๐ฒ๐บ๐ฝ๐น๐ผ๐๐ฒ๐ฒ๐ ๐ฎ๐ฟ๐ฒ ๐ฒ๐ป๐ด๐ฎ๐ด๐ฒ๐ฑ. I think this is a great example of how we tend to make assumptions about the world without really digging into the data. If you look at the graphs from some of the major companies that measure employee engagement, itโs clear that this isnโt the whole story. For example, Gallupโs numbers are much lower than other pollster firms because they only include โstrongly agreeโ ratings in their calculations.
I really like this article by Marc Effron because it helps us take a step back and consider what other factors might be influencing our perceptions and assumptions.
In his article, he finds that:
1๏ธโฃ 50% of the variance in individual engagement scores is due to personality factors alone
2๏ธโฃ The average employee engagement is at moderate to moderately-high levels (so, not as bad as we assumed)
3๏ธโฃ Equally engaged employees answer identical questions in different ways, so the number isnโt always reliable
โ๐๐ฉ๐ช๐ฏ๐จ๐ด ๐ข๐ณ๐ฆ ๐ฌ๐ช๐ฏ๐ฅ ๐ฐ๐ง ๐ฐ๐ฌโ doesnโt necessarily grab the headlines. So itโs always good to look at the data behind the sensationalist headline before making an assumption (also remember to look at the underlying motive of the author). Itโs clear there is large scope for improvement in relation to engagement and we shouldnโt become complacent.
๐ช๐ต๐ฎ๐ ๐ถ๐ ๐๐ผ๐๐ฟ ๐ฒ๐ ๐ฝ๐ฒ๐ฟ๐ถ๐ฒ๐ป๐ฐ๐ฒ ๐ผ๐ณ ๐ฒ๐ป๐ด๐ฎ๐ด๐ฒ๐บ๐ฒ๐ป๐ ๐๐๐ฟ๐๐ฒ๐๐ ๐ฎ๐ป๐ฑ ๐ฑ๐ผ ๐๐ผ๐ ๐๐ฒ๐ฒ ๐๐ต๐ฒ๐บ ๐ฎ๐ ๐ฎ ๐๐ฎ๐น๐ถ๐ฑ ๐ฎ๐ป๐ฑ ๐ฟ๐ฒ๐น๐ถ๐ฎ๐ฏ๐น๐ฒ ๐บ๐ฒ๐ฎ๐๐๐ฟ๐ฒ ๐ผ๐ณ ๐๐ผ๐๐ฟ ๐ฒ๐บ๐ฝ๐น๐ผ๐๐ฒ๐ฒ๐?
๐๐ฐ๐ถ๐ณ๐ค๐ฆ: ๐๐ข๐ณ๐ค ๐๐ง๐ง๐ณ๐ฐ๐ฏ โ๐๐ฉ๐ฆ ๐๐บ๐ต๐ฉ ๐ฐ๐ง ๐๐ฐ๐ธ ๐๐ฏ๐จ๐ข๐จ๐ฆ๐ฎ๐ฆ๐ฏ๐ต ๐ข๐ฏ๐ฅ ๐๐ฉ๐บ ๐๐ต ๐๐ฐ๐ฆ๐ด๐ฏโ๐ต ๐๐ญ๐ธ๐ข๐บ๐ด ๐๐ข๐ต๐ต๐ฆ๐ณโ
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