Prior to asking this question, it is also good to ask: what is engagement? In a study done in Singapore, 86% understood it as job satisfaction and 80% as commitment to work. But only 62% as being productive or 13% as working hard.

So that begs these next questions: Is engagement enough? In other terms, as an employer is it enough for me to use it as a talent management metric?

We dont believe so. It lacks one fundamental element: effectiveness.

So we created this 2×2 describing that indeed the best performers to have and work with are engaged and effective or an engaged achiever. But as a manager, to choose between an empty promoter and a cynical performer, I go with the latter anytime!