Académique Documents
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AUGUST 2015
The measures are too easy. Weve all seen it: the
standard five-point scale with survey reports focused
on the percentage positive (agrees and strongly
agrees). But all of our own engagement research
shows that its the top box people who act
differently to each other as colleagues and, more
importantly, toward customers. Organizations need
to stop resting on the easy laurels of percent
positive and instead track top-box scores, thus
focusing on those who are truly engaged.
One solution? Make your engagement metrics
tougher and more discerning. One such measure is
called full engagement. This isnt a nice, cozy
average of your five main engagement questions
that provides a pleasing (but misleading) 70%
engaged score. It takes a much tougher and
meaningful approach. Full engagement looks at how
many of your people (in an organization, a division or
a team) score in the top box on ALL of your
engagement model questions.
2015 Edelman
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