Your employee engagement (EE) results are in, and you’ve scored an impressive 97%! It might seem like time to celebrate—pizza for everyone, right? But before you start the party, consider this: is a high EE score alone truly a reliable indicator of your organisation’s people related success, or do you need a variety of metrics?

While high engagement scores are often viewed as a positive sign, we advise against using EE as the sole measure of people success. Time and again, we’ve observed that high engagement doesn’t always correlate with high performance or organisational success.

Consider one memorable case: a group of nearly 3,000 employees consistently achieved EE scores in the high 90s. However, they also had the lowest productivity rate among their peers. The reason? Fun. The workplace was packed with parties, perks, and games during work hours, creating a happy environment but reducing productivity and business impact.

We also often see skewed data in EE surveys when participation is influenced by a “carrot or stick” approach. Some leaders incentivise employees to complete surveys, while others impose consequences for non-participation. Both strategies can distort results, making them an unreliable gauge of true engagement.

At EXwise, we focus on creating a holistic employee experience (EX) that not only boosts engagement but also drives meaningful business outcomes. By prioritising tangible results, such as reducing turnover, boosting productivity, and fostering innovation, we believe companies can achieve a more accurate and impactful measure of success.

So, before you celebrate that high EE score, ask yourself: does it reflect the real results you’re aiming for?

 If you’d like to talk to us about how you can ensure that you are measuring what matters, get in touch today.