How Leaders Manipulate Engagement Scores

Interest in employee engagement is widespread, but often for the wrong reasons. While high levels of employee engagement benefit the organization, many leaders chase a survey score rather than the condition of being engaged. In other words, when organizations begin pursuing employee engagement by instituting a survey, they quickly shift from implementing a culture of engagement to manipulating employees to achieve a high survey score. The issue is worsened when financial incentives are tied to high engagement scores. It is then that the games begin to manipulate reality.

In working with organizations on engagement, I have seen senior leaders threaten their employees to coax them into reporting higher engagement. Other leaders have pulled out the circus of employee recognition days before the survey with parties, swag, and shallow recognition events. All of these efforts are designed to manipulate employees to gain high marks on a survey. In reality, these efforts detract from employee engagement.

Genuine engagement results from sincere leaders creating a culture of autonomy, relatedness, and competence deeply rooted in the organization's daily practices. These leaders understand the power of defining engagement as making daily progress toward meaningful work and then working to eliminate any barriers to making daily progress that the employees may encounter. Engaging leaders understand that everyone wants to be cared for and make a difference. An engaging culture is built by thoughtful leaders who value transparency and honesty in their interactions with their employees.

The result can be powerful when leaders step away from "teaching to the test" with insincere efforts to sway survey scores. Here are seven ways that high levels of employee engagement can benefit the organizational culture.

Employee engagement is crucial to organizational success because it:

1. Boosts Productivity and Profitability: Engaged employees are more proactive, productive, and efficient, leading to increased output and profitability.
2. Drives Innovation and Creativity: Engaged employees routinely seek ways to improve their work, resulting in innovative solutions and creative ideas.
3. Enhances Customer Satisfaction: Highly engaged employees deliver exceptional customer service, which leads to positive customer experiences and increased loyalty.
4. Low Turnover and Absenteeism: Engaged employees are more likely to be satisfied with their jobs and committed to the organization, thereby reducing turnover and absenteeism rates.
5. Improves Financial Performance: Organizations with highly engaged employees experience higher returns on assets, profitability, and shareholder value.
6. Creates a Positive Work Culture: Engaged employees foster a positive and collaborative work environment, which attracts and retains top talent.
7. Promotes Organizational Resilience: Engaged employees are more adaptable to change, embrace challenges, and contribute to overall resilience.

Employee engagement is a powerful differentiator for committed cultures. Engagement is fueled by offering employees the benefits of participating in meaningful work. An engaging culture invites employees to invest in an environment with psychological safety and intrinsic rewards.

Pursue genuine engagement by doing what is best for your employees.

"Let each of you look not only to his own interestes, but also to the interests of others." Philippians 2:4