A talk on measuring workplace flourishing instead of just engagement. The speaker covers what actually matters: meaning, energy, learning, safety, trust, and stress levels. Skip the surveys that miss what makes people thrive.
If you care about work well being, if you fundamentally buy in to flourishing work well being as something you should invest your energy is, then measure it. Stop measuring engagement We've been measuring engagement for 15 years. We do it once a year. Why are we stuck at 30% engagement levels? If it was working, why have we not moved the needle? Engagement scores have just become check in the box exercises. They only measure the tip of the iceberg. If you really want to measure flourishing, measure the ingredients of flourishing. What percentage find meaning at work? What percentage are energized by work and are happy at work? What percentage are learning and growing and operating with a high degree of adaptability? What percentage feel safe, seen and trust their leaders? And what percentage are working in ways that allow them to be at their best rather than constantly stressed feeling under the gun? Measure the ingredients of flourishing and the results. Measure the losses that are associated with it.
Reducing Regrettable Attrition in Organizations by Fixing the System, Not the People Reducing Regret
