A CEO would want to know the overall employee engagement score and key drivers impacting the scores.
An HR Head would track cohort wise scores, and impact of each engagement driver.
A lead of Employee Engagement Survey would plan, monitor & drive impact planning after the scores.
A #Humanresources partner would own the Engagement action plans for the function & link HR plans with the people agenda.
What should get tracked should get more specific & detailed as we move down the levels. Problem comes when incumbents across hierarchy levels just track what the CEO is tracking.
#hrtips
#hrsideup
#reviews