I found this somewhat anecdotal

Big corporations have big goals that poorly translate and correlate to individual goals. All my previous employers tried to solve this with talent management tools but I believe the brunt of the work should be done by leadership teams not tools. You can also gauge leadership team's effort based on how they try to communicate with employees. Do they try to reach out to individuals or crowds? What questions do they ask? Do they explain reasoning behind company strategy and tactics?

Originally posted on LinkedIn.