Fortune has published its annual “The 100 Best Companies To Work For” (Milton Moskowitz and Robert Levering, March 15, 2015, pp. 97–154). In addition to its momentous list, Fortune included some of the latest research on employee engagement. Survey data from Gallup identifies an inverse correlation of employee engagement and company size. The research indicates (p. 109):

  • Employee engagement maximizes where interpersonal relationships thrive.
  • Companies of 5,000 employees and larger have an employee engagement rate of 29% and an actively disengaged rate of 20%.
  • Companies of less than 10 employees have an employee engagement rate of 42% and an actively disengaged rate of 5%.

Size matters, but the root cause is the opportunity level for professionals to strengthen their interpersonal relationships. Company size alone only tells us part of the story. Perhaps this is another case of the best beats the big (see “When the Best Beats the Big” Blog.reliableinsights.com, March 31, 2015). This raises some interesting and challenging questions:

  • What can companies do to enhance the quality and intensity of interpersonal relationships?
  • What will a large company have to do to build exceptionally great employee engagement?
  • Can the drivers of large-company growth be compatible with the drivers of exceptionally great employee engagement?

About James Meadows

Currently I serve as a training team manager for Johnson Controls at a customer-care center in Kansas City. Additionally, I am a business consultant, a freelance corporate writer, an Assembly of God ordained minister, a Civil Air Patrol chaplain, and a blogger. I believe we are living in the most fascinating times of human history. To maximize the opportunities these times present, I have a passionate interest in leadership development and organizational success, both of which I view as inextricably linked.

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