As the economy continued to tank in 2011 and 2012, employee engagement dropped with it. Down economies often impact organizational loyalty in a negative way and Mercer’s 2012 report confirms that. According to the report, 24% of organizations are reporting lowered engagement up from 13% just two years ago. And while organizations continue to invest in employee engagement, or some form of loyalty strengthening activities, popular HR analysts and bloggers are challenging the notion of engagement score value. Companies do care about employee feedback: 96% of Fortune 100 companies and 65% of mid-sized companies use some sort of employee survey. But is fighting for increased engagement scores a good use of executive time and attention? And are increased scores really that valuable to your business?
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I'm back at it again on HRExaminer, this time with the fabulous Lars Schmidt, director of talent acquisition for NPR. Lars and I were talking about how hard it is to be in-house with companies while so many consultants, headhunters and others look inward and wonder "why can't they do more" and "they can't source and recruit like we can."Other times, we're just jealous that we can't be as public or open as we'd like. And we can't spend as much time as we want to on Twitter, blogging, and commenting. After all, we have allegiance (and paychecks) from visible organizations with valuable brands. And we can't risk it. So we took a hard look at the life of an in-house talent acquisition or recruiting leader. And we have some, um, honest? upfront? clear? lessons to share. Hop on over to HRExaminer and check out: You Don't Know Recruiting.