It’s a Special Time of Year

The season comes around every year, and it’s not allergy season. It’s that special time of year that professionals in healthcare and other industries plan for, stress about, and spend hours upon hours waiting with bated breath to arrive.  It’s not Christmas, Easter, Thanksgiving, Hanukkah, Kwanza, Ramadan, the annual (generic) Holiday Party or other “seasonal” festivity and it comes around at a different time of year for each organization.  It’s the annual ritual around the employee engagement survey.


Kudos to the organizations who measure, track, and try to improve their employees’ engagement.  As an executive, director/manager, or leader within your organization, ask yourself a question: How many hours do you spend in this annual ritual?  Counting preparing for the survey, cheerleading to your leaders and staff to hit the expected participation rate, and hours poring over the results afterwards, how much does that total in hours and commitment.  Worse yet, do you find that after the dust settles your scores still are not where you need them to be?



What is The Point?

We all know that for those whose scores are lacking, the dreaded “action plan” is coming just as sure as the holiday credit card bills do in January.  Year after year we create these plans but what happens when we keep getting the same results?   The same lackluster engagement scores despite the latest “initiative” from last year.


There certainly are significant advantages to having a highly engaged workforce!  New York Times best-selling author, Kevin Kruse outlines a few of the advantages of engaged companies.  They can have 5 times higher shareholder returns and a net profit margin of up to 6 per cent higher than companies that are not engaged.


The Circle of Assess & Plan

Harvard Business Review stated companies spend upwards of “three-quarters of a billion dollars (annually) in order to improve employee engagement”.  Why no significant uptick in the scores year after year despite the significant time and money investment (…plus the increase in grey hair from the process)?  Maybe it’s because we keep doing the same things year after year to improve our scores and year after year they continue to suffer.  There is no drastic change in behavior from the leaders, hence no drastic changes in the employee engagement scores.


Of course, once the last survey is complete, it’s time to start planning right away for next years’ survey and to improve this years’ scores.  …Ugh, again with the dreaded action plan.  Let’s dredge out last year’s plan, dust it off, re-purpose it and turn it into our senior executives so they see we have a ‘plan’.  Yet one more thing to get off our busy plate.



We all want to improve our employees’ engagement and involvement in their work, which then improves our employee engagement scores within our organizations and teams.  Under the auspices of Keep doing what you are doing and you will keep getting what you are getting, the following articles in this series will show you 5 ways that you can keep sabotaging your employee engagement scores and “raze” them to a whole new level.



About the Author:

David A. Miles, Ph.D. is an organizational leadership and development expert and the Founder & Principal of Dr. Dave Leadership Corp. – A Professional Consulting Firm.  Dave helps leaders move from success to significance, helping them build and develop strong leaders, teams, and organizations to improve bottom-line results and profits. Dr. Miles can be found at

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