Most companies are concerned with the engagement levels of their employees, and for good reason. Engaged employees are more productive and less likely to leave. However, the way that most organizations measure engagement can be problematic. While the typical employee engagement survey can offer some insights into workforce attitudes, some experts feel they indirectly communicate negative messages about the relationships between management and employees. Liz Ryan at Forbes puts it this way: Engagement surveys basically say, “Thanks for completing our survey. We want your opinions, but only in a very specific format and only in answer to certain questions that we have already developed. Our biggest concern is the tabulation of the survey, so we’ve designed questions that will be easy for you to answer and [generate results that] will be easy for us to measure. Measurement, after all, is the key.” There is no relationship building here, and there’s no way for employees to communicate complex ideas that won't fit in a check box. A better way is for management to actually become invested in the well-being of their employees and be available, often, for conversation and feedback.