Hell of a Tester

Want to measure employee engagement? Here is one way how to do it: 1. Measure by a survey sent twice a year But what if people just happen to have a bit sucky day when answering? It can cause quite a distortion.  2. Base it on one question that is: how likely is it that you would recommend the whole company as a great workplace People might be very engaged on their work and/or in their team, while thinking that overall the company is not as good a place to work in. 3. Score based on  NPS  grading Using NPS when everybody knows the valuation behind the numbering distorts the overall grade. 4. Say it is  voluntary to answer but give a lot of pressure to get a 100% answer rate Like, why do stuff like this? 5. If the team score is finally too low, threaten it  by certain negative actions I can't even... (If this sounds a bit too specific to be a general example and more like a real life experience, you might be on to something) An alternat...