As an employee, it is natural that my engagement will rise and fall. There's something better to measure than Employee Engagement.
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Here's counter argument to employee engagement. I do not agree with the author's statement that the most we can expect from an organization is 35% engagement.
Problems: First, I do agree that the engagement number has hovered around 25-33 percent for 20 years. Why? Is there a limitation or is it due to some other factor? I'll contend that you will always have a group of engaged employees no matter what you do. Second, the group that offers the greatest opportunity to raise the engagement number is the disengaged group - we're failing to engage this category of employee. In fact, I'll suggest that 80 percent of all engagement initiatives fail for lack of effective execution. Finally, we're leaving the actively disengaged in our companies dragging down the numbers. Get rid of these folks - they are negative influence on everyone else.
The solution might be better execution from the HR team in driving initiatives and programs around engagement.