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The term ‘employee engagement’ is used widely, but very rarely do two companies have the same definition of it. At SHRM, if you were to ask the person next to you to define it, I bet their version will be different from yours.

In the past, leaders approached engagement as if it was just a concrete number, measuring its changes and nodding their heads if it went up a few points. But what good is that if other related measures like retention, and employee tenure are performing poorly? Or…

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