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Sounds like the journey (my company) Danfoss, a global provider of energy efficiency, has been on for years. We ask for minimum quarterly mgr/emp dialogues where objectives, development/competences (or capabilities) are discussed and clearly linked to rewards. Our engagement scores continue to go up as do our financial results. This works. We of course need to continuously improve but we are on the right track. Would love to share if there is any interest.

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