{"id":3124,"date":"2009-05-20T13:53:46","date_gmt":"2009-05-20T13:53:46","guid":{"rendered":"http:\/\/www.hrresource.com\/articles\/view.php?article_id=1427"},"modified":"2009-05-20T13:53:46","modified_gmt":"2009-05-20T13:53:46","slug":"the-value-of-employee-engagement-surveys-as-part-of-a-change-management-strategy-2","status":"publish","type":"post","link":"https:\/\/squarehr.com\/index.php\/2009\/05\/20\/the-value-of-employee-engagement-surveys-as-part-of-a-change-management-strategy-2\/","title":{"rendered":"The Value of Employee Engagement Surveys as Part of a Change Management Strategy"},"content":{"rendered":"

One of the things that continues to surprise me is that when times are bad organizations still spend money on employee engagement surveys. A general look around the office or factory and tea room discussions would make it obvious to all that wanted to see it that employees are not so much engaged as they are worried about their jobs. This leads us to two major issues to consider during tough times, the first is how we inspire confidence and innovation in an organization that appears to be in freeze mode. The second is what you should measure as an indicator of employee engagement. Let’s deal with inspiring confidence and innovation in your organization.
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