Critically, Googlegeist focuses on outcome measures that matter. Most employee surveys focus on engagement,106 which as Prasad Setty explains, “is a nebulous concept that HR people like but doesn’t really tell you much. If your employees are 80 percent engaged, what does that even mean?”
Referring directly to first break all the rules findings. They did find that strongly agree scores on these questions were correlated with individual and overall business performance.
Though I think the point of the book isn't to use these to survey but in how to think about taking care of employees, figuring out where to spend time with them to help them succeed
