After 25 years of conducting EE/EX projects, leadership is always the problem. The survey is the least impactful aspect of an EE/EX engagement. Nothing ever happens if you don't have a process to challenge the blockers right up to the officer level. Do a search for an expert who talks about how they transformed EE/EX, what process they used, how long it took, who led the initiative, how they overcame leadership blocking, how the results impacted business metrics, and were their results sustainable? Pretty slim pickings there. All you will find are opinions of what should be done, the how to overcome leadership blocking, is always ignored. "getting your leadership team to walk the journey" is cool, but how do you convince them when there's so little evidence that any EE/EX initiatives impact the bottom line? HR is in no position to force disinterested leadership to change, and sadly, the employees know this before the survey is issued. This is a discussion worth having. Why is there so little change occurring, notwithstanding the exponential growth of EE/EX tools and experts. If you can't answer this question, you can't fix the problem. The solution is quite simple; it just doesn't include HR. The survey for this article was a single 9-word question. chiefexecutive.net/employee-engagement-ceos-actually-listening/
![How HR Can Establish a Successful Coaching Culture [AIHR Live]](/img/n.gif)
It seems the question about work climate survey was not answered. 🤔
sir , please make a video about how to make a good linkedIn profile of HR professionals
After 25 years of conducting EE/EX projects, leadership is always the problem. The survey is the least impactful aspect of an EE/EX engagement. Nothing ever happens if you don't have a process to challenge the blockers right up to the officer level. Do a search for an expert who talks about how they transformed EE/EX, what process they used, how long it took, who led the initiative, how they overcame leadership blocking, how the results impacted business metrics, and were their results sustainable? Pretty slim pickings there. All you will find are opinions of what should be done, the how to overcome leadership blocking, is always ignored. "getting your leadership team to walk the journey" is cool, but how do you convince them when there's so little evidence that any EE/EX initiatives impact the bottom line? HR is in no position to force disinterested leadership to change, and sadly, the employees know this before the survey is issued. This is a discussion worth having. Why is there so little change occurring, notwithstanding the exponential growth of EE/EX tools and experts. If you can't answer this question, you can't fix the problem. The solution is quite simple; it just doesn't include HR. The survey for this article was a single 9-word question. chiefexecutive.net/employee-engagement-ceos-actually-listening/