By Paul Herr, Author of “PrimalManagement: Unraveling the Secrets of Human Motivation that Drive HighPerformance.”
In the first blog in this series, I concluded that employee-engagement surveys are here to stay because they measure a special type of motivation that links directly to business success.
Unfortunately, there is a fly in the ointment. The term “employee engagement” is a conceptual “train wreck,” and most of the big HR consulting firms disagree on how to define it and how to measure it. In this blog I will explain how the “train” came off the “tracks” and how to get it back on.
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