After nearly two decades of research, discussion and practice, employee engagement has displaced the outdated notion of employee satisfaction and taken firm root as a foundational component of Talent Management. Indeed, most organizations today believe in the direct correlation between engagement, productivity and profits.
Nonetheless, employee engagement is a relatively new discipline, many, if not most organizations are still devising their processes and strategies and are attempting a variety of techniques to achieve better employee engagement and management.
The first step in getting it right is effective diagnostics. But what diagnostics are the right ones? How should they be communicated and distributed to the workforce? How are the results best assessed, properly interpreted and acted upon?
This research outlines and discusses the use of diagnostics as a means to better understand and rank workforce priorities and to set baselines from which progress can be measured.
