As I described in the last blog, we can measure and improve empowerment using a simple model and some data analysis. If, However, we define “employee empowerment” as when an employee has everything they need to do their job, it is a pretty low bar. Is there something above employee empowerment that we can work towards? Something we might call “engagement?” Read on to find out!

Empowering employees sounds great, but is there a way to measure empowerment and actually take actions as a manager to improve it? Read on in the blog and see what the power of data can do for you!