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Most business surveys are grounded in a personality-based approach, using guidelines such as “employee satisfaction.” These measures and categories may not be directly related to real business metrics. An employee might be very happy working at a job because it doesn’t demand hard work or because it pays well, but that “satisfaction” won’t necessarily predict productivity or profit.
In contrast, the Strategic Engagement Index™ (SEI) measures observable behaviors that reflect motivation, commitment, and engagement and that drive strategy execution. These behaviors have been shown through research to indicate employee “buy-in” and personal investment in making a company work better. The behaviors measured by the SEI are directly related to important business outcomes, both internal (employee retention, number of accidents or production-line rejects) and external (financial performance, number of returning clients).
Companies can influence employee behavior, but it’s much harder to know that a specific program influences employee satisfaction. Satisfaction is internal and not readily observable. In contrast, strategic engagement can be influenced by training, communication, changes in policies or procedures, and other job actions. SEI scores also help companies assess the observed skills of the executive team and the effectiveness of strategy execution. In sum, the SEI effectively measures an organization’s ability to execute strategy through its people and identifies areas where investments in process improvement will be most effective.
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