When employers across different companies use comparable surveys of employee engagement, you would think that some drivers of engagement would surface as more common and compelling. Not true. According to talent mgt., March 2010 at 42, “the drivers of employee engagement across different organizations are consistently more different than they are similar – even among businesses that are in the same industry.”
Hence, if a group of law departments had their lawyers take the same instrument to assesses engagement, a large number of separate survey items would probably rank as a top five driver of employee engagement for at least one of the departments. All kinds of things affect the job commitment of in-house lawyers.
In retrospect, I have been highly engaged with blog posts on employee engagement (See my post of April 3, 2005: the engagement index of Stanton Marris; June 28, 2005: Gallup polls on disengagement; Nov. 19, 2005: satisfaction compared to “engagement”; Oct. 12, 2006: engagement measures; Nov. 25, 2006: pay, pride and pals are the essentials of enthusiastic employees; April 16, 2007: disengagement following another lawyer’s promotion; June 11, 2007: employee engagement; July 6, 2007: engagement keeps employees longer; Jan. 10, 2008: employee engagement and values; Jan. 10, 2008: “business”; May 29, 2008: employee engagement results from “business, boss, buddies and briefs”; June 6, 2008: ten Cs of employee engagement and corporate counsel correlates; July 13, 2008: “buddies”; July 13, 2008: “the energy, effort, and initiative employees bring to their jobs”; Aug. 26, 2009: more engaged, better performance; Jan. 7, 2010: if morale is low, consider an engagement survey; Feb. 23, 2010: five principles to increase employee engagement, and how well they apply to in-house attorneys; and Feb. 25, 2010: pulse surveys.).