A few years ago, I experienced something most of us face daily. I had just joined an organisation, one I’ll keep unnamed and, like many newcomers, I arrived full of energy, optimism, and a strong desire to contribute meaningfully. Driven by this fresh perspective and enthusiasm, I began proposing changes, innovations, and improvements across various products and processes. However, it wasn't long before three senior managers—veterans from different departments—pulled me aside and said, “Don’t bother, nothing ever really changes here. Stop wasting your time and ours.” That was a disheartening welcome—a stark reminder of how deeply rooted disillusionment can become within an organisation. When those who should champion progress are the ones discouraging it, it signals a culture in decline. Based on my own observations—though not backed by formal research—I believe this mindset is widespread. Such employees often form the silent majority. While they contribute to short-term successes, their lack of genuine engagement threatens the organisation’s long-term future. Many leaders struggle to achieve transformational progress, unaware that the workforce’s mindset inadvertently impedes their efforts to balance delivering immediate results with cultivating a sustainable, forward-looking culture. In today’s rapidly evolving workplace, is traditional performance measurement still a reliable tool for rewarding and retaining talent? Or is it time to rethink how we evaluate our people? I’ve grappled with this question for years, and I’ve come to the sobering realisation that much more can—and should—be done. In dynamic environments, tracking employee attitudes provides a more holistic and predictive view of performance than traditional KPIs (Key Performance Indicators). KPIs reveal what has already happened; attitudes—such as commitment, engagement, adaptability, and alignment—offer insights into what’s likely to happen next. Organisations that prioritise understanding how employees think and feel are better positioned to build resilient teams, sustain productivity, and achieve long-term success. Let me illustrate. Consider an employee who consistently meets their numeric KPIs—on paper, a star performer. Yet, this same employee registers a negative eNPS (Employee Net Promoter Score), signaling a deeper issue: while they deliver results, their attitude, engagement, and influence on team morale tell a different story. We’ve all encountered colleagues like this—those who hit their targets but project dissatisfaction and disengagement.