How we measure performance and engagement is as critical as what we measure. Methods can impact data accuracy and drive unintended consequences. To get a true picture, consider context, timing, behaviors, not just attitudes, and beware of misaligned incentives.

Negative workplace behaviors drive employees away 10 times more than low pay, an MIT study finds. Survey data shows a stark disconnect, with 1 in 5 frontline workers frequently facing toxicity while CEOs remain insulated. Perks can't compensate for unchecked bullying and mistreatment.

Companies should shift from traditional methods like annual surveys to a continuous feedback culture to enhance employee feedback. Implementing frequent feedback, feedback training, and pulse surveys can build trust, increase engagement, and encourage constant growth.

The Big 5 Personality Test and cultural fit assessments provide a scientifically-backed method for hiring and team building. However, organizations should be cautious with popular yet unproven tests like MBTI, which lacks the Five-Factor Model's empirical strength and predictive accuracy.

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