The limitations of survey-based, top down approaches to Employee Engagement

We distinguish between "management engaging employees" usually via top-down "initiatives" often driven by engagement survey responses

and

our approach, which stresses that employees are already engaged (in supporting families, loved ones, in their hobbies and passions etc.)  .... just not always on the things their leaders want them to be engaged in!

The discretionary effort is already there but it is often latent i.e. not realized in the absence of a system of work and culture that deserves such effort from staff.

The table below summarises the key differentiators: