{"id":516803,"date":"2024-09-18T18:18:16","date_gmt":"2024-09-18T12:48:16","guid":{"rendered":"https:\/\/www.springworks.in\/blog\/?p=516803"},"modified":"2026-04-14T15:11:43","modified_gmt":"2026-04-14T09:41:43","slug":"measuring-employee-engagement-the-leadership-impact","status":"publish","type":"post","link":"https:\/\/blog.springworks.in\/measuring-employee-engagement-the-leadership-impact\/","title":{"rendered":"The Engagement Equation: Metrics, Leadership, and Impact | In Conversation with Christie Hoffman"},"content":{"rendered":"\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\">\n<p>The future lies in finding the right tech to help HR professionals move faster.<\/p>\n<\/blockquote>\n\n\n\n<p>Imagine this: you\u2019ve just been hired as the HR lead at a rapidly growing company, and one of your many responsibilities is to &#8220;fix the disengagement issue \u2013 our employees are unhappy.&#8221; The CEO presents this as your problem to solve, offers no support or involvement, yet expects a solution ready to be presented at the next leadership meeting.<\/p>\n\n\n\n<p>The truth is, <a href=\"https:\/\/www.springworks.in\/engagewith\/\">employee engagement<\/a> isn\u2019t a one-dimensional problem that can be solved with a single approach. It\u2019s influenced by multiple factors, involving various stakeholders, with leadership being one of the most crucial. Moreover, engagement shouldn\u2019t be an afterthought, only addressed when things are so bad that you&#8217;re forced into action. It requires a proactive, ongoing strategy to prevent disengagement from spiraling into turnover.<\/p>\n\n\n\n<p>Disengagement is like a disease. Without diagnosing the root cause, it will continue to spread, eventually leading to the downfall of the organization\u2014quite literally. So, how did we get here, and why?<\/p>\n\n\n\n<p>I recently spoke with <a href=\"https:\/\/www.linkedin.com\/in\/christiehoffman\/\">Christie Hoffman<\/a>, an HR thought leader, who shared her insights on navigating these challenges.<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter size-large\"><a href=\"https:\/\/www.linkedin.com\/in\/christiehoffman\/\"><img fetchpriority=\"high\" decoding=\"async\" width=\"1024\" height=\"576\" src=\"https:\/\/blog.springworks.in\/wp-content\/uploads\/2024\/09\/HBP-Template-1-10-1024x576.png\" alt=\"\" class=\"wp-image-516804\" srcset=\"https:\/\/blog.springworks.in\/wp-content\/uploads\/2024\/09\/HBP-Template-1-10-1024x576.png 1024w, https:\/\/blog.springworks.in\/wp-content\/uploads\/2024\/09\/HBP-Template-1-10-300x169.png 300w, https:\/\/blog.springworks.in\/wp-content\/uploads\/2024\/09\/HBP-Template-1-10-768x432.png 768w, https:\/\/blog.springworks.in\/wp-content\/uploads\/2024\/09\/HBP-Template-1-10-1536x864.png 1536w, https:\/\/blog.springworks.in\/wp-content\/uploads\/2024\/09\/HBP-Template-1-10-60x34.png 60w, https:\/\/blog.springworks.in\/wp-content\/uploads\/2024\/09\/HBP-Template-1-10-480x270.png 480w, https:\/\/blog.springworks.in\/wp-content\/uploads\/2024\/09\/HBP-Template-1-10.png 1080w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/a><\/figure><\/div>\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_77 counter-hierarchy ez-toc-counter ez-toc-light-blue ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title\" style=\"cursor:inherit\">Table of Contents<\/p>\n<span class=\"ez-toc-title-toggle\"><a href=\"#\" class=\"ez-toc-pull-right ez-toc-btn ez-toc-btn-xs ez-toc-btn-default ez-toc-toggle\" aria-label=\"Toggle Table of Content\"><span class=\"ez-toc-js-icon-con\"><span class=\"\"><span class=\"eztoc-hide\" style=\"display:none;\">Toggle<\/span><span class=\"ez-toc-icon-toggle-span\"><svg style=\"fill: #999;color:#999\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" class=\"list-377408\" width=\"20px\" height=\"20px\" viewBox=\"0 0 24 24\" fill=\"none\"><path d=\"M6 6H4v2h2V6zm14 0H8v2h12V6zM4 11h2v2H4v-2zm16 0H8v2h12v-2zM4 16h2v2H4v-2zm16 0H8v2h12v-2z\" fill=\"currentColor\"><\/path><\/svg><svg style=\"fill: #999;color:#999\" class=\"arrow-unsorted-368013\" xmlns=\"http:\/\/www.w3.org\/2000\/svg\" width=\"10px\" height=\"10px\" viewBox=\"0 0 24 24\" version=\"1.2\" baseProfile=\"tiny\"><path d=\"M18.2 9.3l-6.2-6.3-6.2 6.3c-.2.2-.3.4-.3.7s.1.5.3.7c.2.2.4.3.7.3h11c.3 0 .5-.1.7-.3.2-.2.3-.5.3-.7s-.1-.5-.3-.7zM5.8 14.7l6.2 6.3 6.2-6.3c.2-.2.3-.5.3-.7s-.1-.5-.3-.7c-.2-.2-.4-.3-.7-.3h-11c-.3 0-.5.1-.7.3-.2.2-.3.5-.3.7s.1.5.3.7z\"\/><\/svg><\/span><\/span><\/span><\/a><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><ul class='ez-toc-list-level-3' ><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/measuring-employee-engagement-the-leadership-impact\/#Q_How_can_HR_proactively_identify_and_address_disengagement_before_it_becomes_a_bigger_issue_in_the_workplace\" >Q: How can HR proactively identify and address disengagement before it becomes a bigger issue in the workplace?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/measuring-employee-engagement-the-leadership-impact\/#Q_How_can_HRs_respond_to_not_getting_buy-in_from_leaders_for_employee_engagement_initiatives\" >Q: How can HRs respond to not getting buy-in from leaders for employee engagement initiatives?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/measuring-employee-engagement-the-leadership-impact\/#Q_What_metrics_do_you_believe_are_most_effective_in_measuring_employee_engagement\" >Q: What metrics do you believe are most effective in measuring employee engagement?&nbsp;<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/measuring-employee-engagement-the-leadership-impact\/#Q_Do_you_think_eNPS_surveys_tell_the_true_story_How_can_we_get_employees_to_take_these_surveys_seriously\" >Q: Do you think eNPS surveys tell the true story? How can we get employees to take these surveys seriously?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/measuring-employee-engagement-the-leadership-impact\/#Q_What_emerging_trends_and_technologies_do_you_think_could_have_a_more_positive_impact_on_employee_engagement_or_addressing_disengagement\" >Q: What emerging trends and technologies do you think could have a more positive impact on employee engagement or addressing disengagement? =<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/measuring-employee-engagement-the-leadership-impact\/#Q_Are_there_any_resources_or_tools_youd_recommend_for_HR_professionals_looking_to_better_understand_and_address_employee_disengagement\" >Q: Are there any resources or tools you\u2019d recommend for HR professionals looking to better understand and address employee disengagement?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/measuring-employee-engagement-the-leadership-impact\/#Q_How_do_I_start_solving_for_engagement_when_leadership_wants_results_but_isnt_providing_clear_direction\" >Q: How do I start solving for engagement when leadership wants results but isn\u2019t providing clear direction?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/measuring-employee-engagement-the-leadership-impact\/#Q_What_advice_would_you_give_to_an_HR_professional_who_is_trying_to_engage_a_disengaged_workforce_with_unsupportive_leadership\" >Q: What advice would you give to an HR professional who is trying to engage a disengaged workforce with unsupportive leadership?&nbsp;<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/measuring-employee-engagement-the-leadership-impact\/#Q_How_can_AI_play_a_role_in_addressing_disengagement_which_is_so_intangible_Are_there_different_use_cases_we_might_be_overlooking\" >Q: How can AI play a role in addressing disengagement, which is so intangible? Are there different use cases we might be overlooking?<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"#\" data-href=\"https:\/\/blog.springworks.in\/measuring-employee-engagement-the-leadership-impact\/#If_you_are_an_HR_or_People_leader_and_want_to_collaborate_for_an_article_%E2%80%93_lets_chat\" >If you are an HR or People leader, and want to collaborate for an article \u2013&nbsp;let\u2019s chat!<\/a><\/li><\/ul><\/nav><\/div>\n<h3 class=\"wp-block-heading\" id=\"h-q-how-can-hr-proactively-identify-and-address-disengagement-before-it-becomes-a-bigger-issue-in-the-workplace\"><span class=\"ez-toc-section\" id=\"Q_How_can_HR_proactively_identify_and_address_disengagement_before_it_becomes_a_bigger_issue_in_the_workplace\"><\/span>Q: How can HR proactively identify and address disengagement before it becomes a bigger issue in the workplace?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p><strong>Christie: <\/strong>Well, first let\u2019s talk about being reactive in HR &#8211; that\u2019s mostly what HR does. HR is constantly interrupted\u2014putting out fires, dealing with emotional turmoil like someone going on a PIP, onboarding a new hire, answering questions about 401(k)s\u2014you name it. <strong>There\u2019s no time left to actually change the business for the better because you\u2019re stuck just in the &#8220;run the business&#8221; mode.&nbsp;<\/strong><\/p>\n\n\n\n<p>When you\u2019re fully and properly staffed, you can run the business while also changing it for the better. You can think about the future while keeping the day-to-day operations smooth. That\u2019s what I call a proactive approach.<\/p>\n\n\n\n<p>To address disengagement proactively, you need to effectively put forth the issue with your executives, in the way they would understand it.&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Start by leveling with them: <em>&#8220;What we\u2019re doing isn\u2019t working. Our people are disengaged, and the data from our surveys backs this up.&#8221;<\/em>&nbsp;<\/li>\n\n\n\n<li>Next, highlight the financial impact\u2014disengagement is costing the company money.&nbsp;<\/li>\n\n\n\n<li>If you can get this data -&gt; show them the link between a drop in Employee Net Promoter Score (eNPS) and missing revenue targets.&nbsp;<\/li>\n\n\n\n<li>By highlighting these factors, you can clearly show that: when employees aren\u2019t fulfilled -&gt; customer churn increases and the -&gt; company\u2019s performance suffers.&nbsp;<\/li>\n<\/ul>\n\n\n\n<p>In my community, I emphasize the importance of using these key points to teach HR how to capture executives\u2019 attention\u2014because, ultimately, money is their priority. A proactive approach involves demonstrating that HR is their strongest ally in achieving business goals.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-q-how-can-hrs-respond-to-not-getting-buy-in-from-leaders-for-employee-engagement-initiatives\"><span class=\"ez-toc-section\" id=\"Q_How_can_HRs_respond_to_not_getting_buy-in_from_leaders_for_employee_engagement_initiatives\"><\/span>Q: How can HRs respond to not getting buy-in from leaders for employee engagement initiatives?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p><strong>Christie: <\/strong>In my community, we provide a lot of scripts for dealing with scenarios like when a CEO might say, <em>&#8220;You don\u2019t need a budget.&#8221; You can respond with, &#8220;Well, in alignment with your priority of revenue, I want to ensure we achieve those targets.&#8221;<\/em>&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Understand what matters to them:<\/strong> Find a way to ask leaders what they care about. Figure out their top metrics\u2014it might be revenue, customer growth, CAC (Customer Acquisition Cost), or something else. There are all these industry-specific words, and once you learn a few, you can have those important conversations. I can even share the <a href=\"https:\/\/docs.google.com\/document\/d\/1KwqeEZXM_QDBxOcZBSSoi9lWwQ3_f-PX3c0tfHNC9K0\/edit?usp=sharing\">cheat sheet for free<\/a> on LinkedIn.&nbsp;<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Learn the language of revenue: <\/strong>But it\u2019s not just about learning general business terms; it\u2019s about understanding the specific language your CEO uses. We also have a cheat sheet that lists the top revenue terms you should know. If you can speak their language, you\u2019ll be in a better position to argue for budget and advocate for HR initiatives.<\/li>\n<\/ul>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Keep working on the relationship:<\/strong> Yes, it can be intimidating. CEOs aren\u2019t always easy to approach. I\u2019ve met many, and they each have their own quirks and personality traits, often rooted in their own life experiences. But building that relationship is crucial. You need to figure out what makes your CEO tick, what words they respond to, and how you can communicate in a way that gets them to really hear you.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-q-what-metrics-do-you-believe-are-most-effective-in-measuring-employee-engagement-nbsp\"><span class=\"ez-toc-section\" id=\"Q_What_metrics_do_you_believe_are_most_effective_in_measuring_employee_engagement\"><\/span>Q: What metrics do you believe are most effective in measuring employee engagement?&nbsp;<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p><strong>Christie: <\/strong>If you had asked me a year ago, I would have said <a href=\"https:\/\/www.springworks.in\/blog\/measuring-employee-engagement-the-leadership-impact\/\">engagement surveys are key<\/a>\u2014and that\u2019s still true\u2014but there\u2019s a much deeper answer I\u2019m excited to start sharing.&nbsp;<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-for-simple-basic-insights\">For simple, basic insights: <\/h4>\n\n\n\n<p><strong>eNPS (Employee Net Promoter Score)<\/strong>, which is essentially a version of three surveys you can send asking, <em>&#8220;How likely are you to recommend this company as a great place to work?&#8221;<\/em> you should be sending that quarterly. This allows you to track and benchmark how employees feel over time.<\/p>\n\n\n\n<p>eNPS is just one piece of data to tell you how bad disengagement is and where it\u2019s at. There are other surveys\u2014like <strong>engagement surveys and pulse surveys\u2014that I recommend sending at specific intervals to figure out what\u2019s actually wrong<\/strong>. eNPS tells you how bad the situation is overtime, while the other surveys help you identify the root causes.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\" id=\"h-for-linking-employee-engagement-with-business-outcomes\">For linking employee engagement with business outcomes: <\/h4>\n\n\n\n<p><strong>eNPS + Revenue + Turnover + Customer Data<\/strong>. Now, <strong>if you combine eNPS with revenue, turnover, and customer churn data, you start telling a comprehensive story with your data<\/strong>\u2014one that touches many parts of the business. <em>How are employees doing? How much money are we making? How many customers are we losing? How many people have left because they\u2019re fed up?&nbsp;<\/em><\/p>\n\n\n\n<p>These are all interconnected, and while it may sound very employee-centric, remember that these employees are your revenue drivers.<\/p>\n\n\n\n<p>When you pair the more qualitative data, like employee sentiment, with quantitative metrics like turnover and <a href=\"https:\/\/www.custify.com\/blog\/customer-churn-guide\/\" target=\"_blank\" rel=\"noreferrer noopener\">customer churn<\/a>, you\u2019re armed with powerful insights. Now you have the executives\u2019 attention. You can say, <em>&#8220;These numbers are not good, and I know you care about revenue and customer churn, so let\u2019s talk about a go-forward plan. I\u2019m your partner in cracking the nut of the people&#8217;s issues, which is the revenue answer you\u2019re looking for.&#8221;<\/em><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-q-do-you-think-enps-surveys-tell-the-true-story-how-can-we-get-employees-to-take-these-surveys-seriously\"><span class=\"ez-toc-section\" id=\"Q_Do_you_think_eNPS_surveys_tell_the_true_story_How_can_we_get_employees_to_take_these_surveys_seriously\"><\/span>Q: Do you think eNPS surveys tell the true story? How can we get employees to take these surveys seriously?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p><strong>Christie: <\/strong>Here\u2019s something I\u2019ve noticed at many organizations: employees often don\u2019t take that question seriously. <strong>HR friends, you need to over-communicate<\/strong> the importance of these surveys to your employees.&nbsp;<\/p>\n\n\n\n<p>At your all-hands meetings, you need to be there saying something along the lines of,&nbsp;<\/p>\n\n\n\n<p><em>&#8220;Hey everyone, based on our last eNPS survey\u2014which, thank you for taking\u2014I know that question may seem silly, but I need that data to do my job for you. I know we\u2019re interrupting your day with this survey, and I know you might think the question is repetitive, but I really need you to understand that I see that data, and I use it to have important conversations with leadership. So, thank you for always taking that survey. It\u2019s my way of checking in with you, like, how are you doing? If you don\u2019t tell me how you\u2019re doing, I can\u2019t help.&#8221;<\/em><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-q-what-emerging-trends-and-technologies-do-you-think-could-have-a-more-positive-impact-on-employee-engagement-or-addressing-disengagement\"><span class=\"ez-toc-section\" id=\"Q_What_emerging_trends_and_technologies_do_you_think_could_have_a_more_positive_impact_on_employee_engagement_or_addressing_disengagement\"><\/span>Q: What emerging trends and technologies do you think could have a more positive impact on employee engagement or addressing disengagement? =<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p><strong>Christie:<\/strong> One trend I\u2019m already seeing being done well is&nbsp;<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li><strong>The integration of AI into survey tools.<\/strong> A great example is a company called <a href=\"http:\/\/wrenly.ai\">Wrenly.ai<\/a>. It\u2019s a survey tool focused on employee health\u2014not physical health, but more like emotional and mental well-being. What\u2019s cool about it is that it analyzes the data for you, similar to how we discussed using ChatGPT to sift through survey feedback. Wrenly does that automatically and even suggests what solutions you could present to executives.&nbsp;<\/li>\n\n\n\n<li><strong>Finding the right tech is key<\/strong>. <strong>You shouldn\u2019t have to remind employees to take a survey\u2014your tech should handle that.<\/strong> You don\u2019t need someone\u2019s job to be chasing survey responses; you need <a href=\"https:\/\/www.springworks.in\/engagewith\/pulse-survey\/\">tools that integrate with Slack<\/a> that can seamlessly (and anonymously) handle those pesky reminders. But stepping back for a moment, you need to pair the right tech with a deep understanding of how to drive engagement effectively.<\/li>\n<\/ol>\n\n\n\n<ol start=\"3\" class=\"wp-block-list\">\n<li><strong>Understanding frameworks like the Employee Hierarchy of Needs is crucial<\/strong>. Even though that information has been around for a while, it\u2019s still very relevant. For example, you wouldn\u2019t start a recognition program at the very beginning of your company\u2019s existence if there are no goals or structure in place yet. Once you grasp these fundamentals and pair them with the right technology, you\u2019ll learn by doing, and the impact you make will be significant.<\/li>\n<\/ol>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter size-large is-resized\"><img decoding=\"async\" width=\"1024\" height=\"580\" src=\"https:\/\/blog.springworks.in\/wp-content\/uploads\/2024\/09\/Screenshot-on-2024-09-17-at-12-02-14-1024x580.png\" alt=\"\" class=\"wp-image-516806\" style=\"width:759px;height:auto\" srcset=\"https:\/\/blog.springworks.in\/wp-content\/uploads\/2024\/09\/Screenshot-on-2024-09-17-at-12-02-14-1024x580.png 1024w, https:\/\/blog.springworks.in\/wp-content\/uploads\/2024\/09\/Screenshot-on-2024-09-17-at-12-02-14-300x170.png 300w, https:\/\/blog.springworks.in\/wp-content\/uploads\/2024\/09\/Screenshot-on-2024-09-17-at-12-02-14-768x435.png 768w, https:\/\/blog.springworks.in\/wp-content\/uploads\/2024\/09\/Screenshot-on-2024-09-17-at-12-02-14-60x34.png 60w, https:\/\/blog.springworks.in\/wp-content\/uploads\/2024\/09\/Screenshot-on-2024-09-17-at-12-02-14-480x272.png 480w, https:\/\/blog.springworks.in\/wp-content\/uploads\/2024\/09\/Screenshot-on-2024-09-17-at-12-02-14.png 1210w\" sizes=\"(max-width: 1024px) 100vw, 1024px\" \/><\/figure><\/div>\n\n\n<p>This is really the golden age of HR. We\u2019re moving toward being seen as a profit center, the ultimate ally in the business. And I\u2019m genuinely excited for the future of HR!<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-q-are-there-any-resources-or-tools-you-d-recommend-for-hr-professionals-looking-to-better-understand-and-address-employee-disengagement\"><span class=\"ez-toc-section\" id=\"Q_Are_there_any_resources_or_tools_youd_recommend_for_HR_professionals_looking_to_better_understand_and_address_employee_disengagement\"><\/span>Q: Are there any resources or tools you\u2019d recommend for HR professionals looking to better understand and address employee disengagement?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>A: There are definitely some other great resources out there.&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"http:\/\/engagementacademy.co\">Engagement academy<\/a> is my community-led course for anyone on the hook to drive engagement. I offer resources that can help you think for yourself and learn the critical business skill of troubleshooting your own unique disengaged workforce, to make the greatest impact to employees and the bottom line of the business.<\/li>\n\n\n\n<li>I highly recommend anything by <a href=\"https:\/\/bersinacademy.com\/\">Josh Bersin<\/a>. His book Irresistible is fantastic. It breaks down what makes an organization truly appealing to employees\u2014what makes them want to stay and engage. It\u2019s a layered, thoughtful conversation that\u2019s really valuable.<\/li>\n\n\n\n<li><a href=\"https:\/\/www.gallup.com\/home.aspx\">Gallup<\/a> is another go-to resource. They\u2019ve been studying disengagement for 40 years, so they really know their stuff. Their research is thorough, easy to digest, and rooted in real data. I base a lot of my work on what I\u2019ve learned from Gallup. They publish an annual report on global trends, like the 2024 Trends Report, and these are based on actual data.<\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-q-how-do-i-start-solving-for-engagement-when-leadership-wants-results-but-isn-t-providing-clear-direction\"><span class=\"ez-toc-section\" id=\"Q_How_do_I_start_solving_for_engagement_when_leadership_wants_results_but_isnt_providing_clear_direction\"><\/span>Q: How do I start solving for engagement when leadership wants results but isn\u2019t providing clear direction?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p><strong>Christie: <\/strong>You need to clarify exactly what your leadership means by &#8220;solving for engagement.&#8221; Go back to them and ask specific questions:&nbsp;<\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><em>What exactly are you looking for? What does engagement mean to you?<\/em><\/li>\n\n\n\n<li><em>Are you expecting a certain numerical improvement against metrics such as revenue?&nbsp;<\/em><\/li>\n\n\n\n<li><em>Do you want to see a particular impact on the team or company culture?<\/em>&nbsp;<\/li>\n<\/ul>\n\n\n\n<p>Without those answers, you can\u2019t effectively tackle the problem.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-q-what-advice-would-you-give-to-an-hr-professional-who-is-trying-to-engage-a-disengaged-workforce-with-unsupportive-leadership-nbsp\"><span class=\"ez-toc-section\" id=\"Q_What_advice_would_you_give_to_an_HR_professional_who_is_trying_to_engage_a_disengaged_workforce_with_unsupportive_leadership\"><\/span>Q: What advice would you give to an HR professional who is trying to engage a disengaged workforce with unsupportive leadership?&nbsp;<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p><strong>Christie:<\/strong> Step one, and this is crucial: Understand whether your leadership is truly on board with addressing this issue. If you\u2019ve already talked to your executive team and they\u2019re dismissive or uninterested in what you\u2019re saying, <strong>you need to reevaluate your position<\/strong>.<\/p>\n\n\n\n<p>Approach your executive with this mindset: <em>&#8220;We\u2019re on the brink of something important here. I need to understand how our revenue drivers are feeling and identify what\u2019s blocking them from doing their best work.&#8221;<\/em> If your leadership shuts that down, doesn\u2019t value your input, or isn\u2019t open to understanding how engagement impacts revenue, that\u2019s a red flag.<\/p>\n\n\n\n<p>Don\u2019t stick around in a company where the executive team doesn\u2019t get it or won\u2019t listen to you. I\u2019m not suggesting you rage quit on the spot, but recognize that you might be in the wrong place.There are organizations out there that understand that putting people first ultimately drives revenue. Your skills are needed, and the right team will see you as a critical partner in that mission. So, make sure you\u2019re working for a leader who gets it and values you.<\/p>\n\n\n\n<p>Leaving doesn\u2019t have to be dramatic\u2014it can just be a simple decision to let go of what isn\u2019t serving you, so you can find a place that values what you bring. It\u2019s okay to leave and find a company that aligns with your values and where your strengths will be appreciated.<\/p>\n\n\n\n<p>If you\u2019re worried about failing the people you\u2019ve worked so hard to hire by abandoning them, reposition it as leading by example\u2014if HR voluntarily leaves, employees always see that as a signal that something isn\u2019t right, but not with that HR leader. That\u2019s true leadership.&nbsp;<\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"h-q-how-can-ai-play-a-role-in-addressing-disengagement-which-is-so-intangible-are-there-different-use-cases-we-might-be-overlooking\"><span class=\"ez-toc-section\" id=\"Q_How_can_AI_play_a_role_in_addressing_disengagement_which_is_so_intangible_Are_there_different_use_cases_we_might_be_overlooking\"><\/span>Q: How can AI play a role in addressing disengagement, which is so intangible? Are there different use cases we might be overlooking?<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p><strong>Christie:<\/strong>&nbsp;<\/p>\n\n\n\n<p><strong>Use Case 1: Use AI to learn how to communicate with your CEO<\/strong><\/p>\n\n\n\n<p>Imagine you need to tell your CEO something sensitive, like, <em>&#8220;Hey, we\u2019ve got some data back that shows employees are upset\u2014when can we talk?&#8221;.<\/em> You don\u2019t want to just shoot that message off in Slack. Instead, you can tell ChatGPT, <em>&#8220;This is the demeanor of my CEO; I\u2019ve just sent out a survey, and I need to get time with them in a way that won\u2019t make them feel triggered or anxious about what I have to say.&#8221;<\/em> ChatGPT can help you craft a message that\u2019s more likely to bring your CEO into that meeting with an open mind.&nbsp;<\/p>\n\n\n\n<p><strong>Use Case 2: Use AI to analyze employee surveys and feedback<\/strong><\/p>\n\n\n\n<p>Let\u2019s say you\u2019re exhausted and don\u2019t want to wade through all the emotional, negative comments in your employee surveys.&nbsp;<\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li>You can copy and paste that qualitative feedback into ChatGPT and say, <em>&#8220;There are no employee names or IDs here, but can you sift through this and identify the patterns?&#8221;<\/em> ChatGPT might tell you, <em>&#8220;Burnout was mentioned 17 times,&#8221;<\/em> and you can confirm that pattern.<\/li>\n\n\n\n<li>Once you\u2019ve identified the patterns, you can ask ChatGPT, <em>&#8220;What are some ways we could solve this?&#8221;<\/em> or if you decide to send a quicker pulse survey to learn more, <em>\u201cwhat are some open-ended questions I could ask employees to understand what\u2019s driving their burnout?\u201d&nbsp;<\/em><\/li>\n\n\n\n<li>Afterward, you can even have it help you create a slide deck for your executives. It can structure the presentation, starting with something like <strong>&#8220;The ROI of Employee Engagement,&#8221;<\/strong> which you might not have thought to include. ChatGPT will suggest what you should say based on your survey data, the solutions you\u2019re proposing, and how it all ties back to revenue. It essentially storyboards the deck for you, helping you level up as a leader.<\/li>\n<\/ol>\n\n\n\n<p>I always tell people, <em>&#8220;AI isn\u2019t going to replace you, but someone who gets better at using AI will.&#8221; <\/em>They\u2019ll be better at their job because they know how to leverage these tools. So, AI has many use cases\u2014writing, research, analysis, and planning. It\u2019s your Swiss army knife. AI helps you go faster\u2014but remember, it\u2019s still you who\u2019s in control, prompting it to work for you.<\/p>\n\n\n\n<p>There\u2019s all this fear around AI being too hard to use, but honestly, I\u2019ve never used a prompt in my life. I just talk to it like I would text you or send you an email. You can take the conversation wherever you want with ChatGPT, and if it doesn\u2019t get it right the first time, you can say, &#8220;That\u2019s not what I meant\u2014actually, it\u2019s this,&#8221; and keep refining the conversation until you get exactly what you need!<\/p>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n\n\n\n<h2 class=\"wp-block-heading has-text-align-center\" id=\"h-if-you-are-an-hr-or-people-leader-and-want-to-collaborate-for-an-article-nbsp-let-s-chat\"><span class=\"ez-toc-section\" id=\"If_you_are_an_HR_or_People_leader_and_want_to_collaborate_for_an_article_%E2%80%93_lets_chat\"><\/span>If you are an HR or People leader, and want to collaborate for an article \u2013&nbsp;<a href=\"https:\/\/cal.com\/mariam-mushtaq-hrbrainpickings\/15min\">let\u2019s chat<\/a>!<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<hr class=\"wp-block-separator has-alpha-channel-opacity\"\/>\n","protected":false},"excerpt":{"rendered":"<p>The future lies in finding the right tech to help HR professionals move faster. Imagine this: you\u2019ve just been hired as the HR lead at a rapidly growing company, and one of your many responsibilities is to &#8220;fix the disengagement issue \u2013 our employees are unhappy.&#8221; The CEO presents this as your problem to solve,<\/p>\n","protected":false},"author":1033,"featured_media":516966,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[102635,102708],"tags":[],"class_list":["post-516803","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-employee-engagement","category-expert-insights","disable-dropcap","disable-2-columns"],"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v26.3 (Yoast SEO v26.3) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Measuring Employee Engagement &amp; The Leadership Impact<\/title>\n<meta name=\"description\" content=\"Take a proactive approach to employee engagement. 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