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We all intuitively know that there is a link between leadership and culture. Leadership has a significant impact on the morale and feelings of employees and we know that leadership drives retention. It is the cornerstone of engagement - everything else depends on it. When I’m talking about the connection between leadership and culture, there are three things that I find particularly interesting:

The term employee engagement relates to the level of an employee's commitment and connection to an organization. Employee engagement has emerged as a critical driver of business success in today's competitive marketplace. High levels of engagement promote retention of talent, foster customer loyalty and improve organizational performance and stakeholder value.

Each day, pollsters at the Gallup Company monitor the upticks and downticks of America's pulse. They track large scale indicators like the country's unemployment rate, the citizenry's economic confidence, and the president's approval rating. But among these tracked statistics at Gallup lies a less publicized marker: what percentage of U.S. workers say they are engaged at their jobs?

This is the time of year when many companies are asking workers to fill out surveys that measure how content they are with their jobs, compensation, benefits and managers.HR departments often find it difficult to get employees to complete these employee engagement surveys. Sometimes, when workers do fill them out and HR discovers a department has a morale problem, it can be just as difficult to get those workers to speak up and explain why they're unhappy.And there's a reason for that, employee engagement experts say.

Summary: Employee engagement is the unlocking of employee potential to drive high performance – and is very different than having merely ‘satisfied’ employees. Employee engagement surveys help organizations measure how engaged their employees are, and where they should focus improvement efforts to create a more engaged culture. Below are 10 best practices that will help organizations get the most from their employee engagement survey effort

Just as the customer has expectations around a firm’s brand, so does an employee. While the Customer Value Proposition defines the value of a firm’s products or services to the consumer, the Employee Value Proposition(EVP) is the value — tangible, intangible, and reputational — that an employee receives from an organization in exchange for his or her work.

Laszlo Bock is well-known for his book Work Rules! (Twelve, 2015) (https://www.amazon.com/gp/product/1455554790/ref=as_li_qf_sp_asin_il_tl?ie=UTF8&tag=s0277b-20&camp=1789&creative=9325&linkCode=as2&creativeASIN=1455554790&linkId=1de815b48237f66d32b4a3c333ea9e5e), but the former senior vice president of people operations at Google shared a different message in his keynote session at the SHRM 2017 Annual Conference & exposition: Work sucks. Or at least it can. "Even people who have great jobs have terrible days, and not all of us have great jobs," he said. "I deeply believe we can fix that."