It’s likely, if you measure engagement, that you have seen the numbers go up and down. Sometimes it’s tied to an internal policy change, sometimes a reorganization and sometimes good results. Whatever the cause, having engaged people makes a difference in your organizational culture and its success.

As this author notes, ignoring engagement, or not giving it its full due, can make things worse. This means that leadership should be supporting the measurement of engagement, creating new programs based on the results and changing behavior to address what your people are telling you.

The theme of this article gives me new energy to embrace the results (both good and bad), accept  feedback and push for change that brings people into alignment with the organization culture we want to have. That leads to success with our clients as well as with our people.