Where past measurement typically focused on what was accomplished,
an increasing number of organizations today incorporate elements of
how things are accomplished into their individual and company
performance assessments. Feedback tools, such as 360-degree
feedback and employee engagement assessments, have gained
popularity in evaluating individual behaviors and overall levels of
engagementthe soft side of performance that is not typically
included in a companys profit and loss statement.
While most organizations use feedback mechanisms, few take the time
to connect these measurements to organizational performance. A
three-year study of several hundred employees in various industries
showed no correlation between 360-degree feedback scores and
performance evaluations. Employees scoring high on their
performance evaluations were not necessarily those who scored high
on their 360-degree feedback.
Understanding levels of employee engagement would help an
organization better understand its employee culture, satisfaction,
well-being, and effectiveness.