The first said the most important driver was culture, the second said it was compensation, and the third said the person’s manager was most essential. Clearly, they can’t all be correct.
If you search for “the No. 1 driver of employee engagement” using Google, what you’ll find reinforces how little agreement exists about this topic. The top 10 results include nine different “No. 1 drivers,” as follows:
People who make broad claims about the most important driver of employee engagement run into several issues.
First, these claims typically represent an enormously diverse set of data collected from one survey at one point in time (usually from a respected engagement consulting firm).
Next, these claims downplay the importance of multiple drivers of engagement and how they affect one another.