Often, the argument is that 'engagement cannot be measured' or that 'nothing is ever done with the results' - the first argument being only slightly correct and the second being a large piece of tosh!
If we apply that same logic to all surveys we'd never do market research, customer satisfaction surveys - in fact we'd never ask anyone for any feedback about anything; what would be the point?
Fact is, we still live in a world where measurables are important; they are important to the people who make the big decisions about organisations. They are important to the people who invest in those organisations and they are useful to measure progress. Certainly there are aspects of employee engagement that are all about 'taking the temperature' and having a 'feel' for things, but - at the moment at least - this isn't easily communicated (or valued) in a Board Report.
Having the support and buy-in of senior people in organisations who get the link between engagement and organisational capability (let's ignore the obvious ethics for a second) is vital and if we need to present that value using standard metrics or measures then so be it.
So I urge you, before you throw that next survey in the bin, or criticise organisations for using them - first check what it is planned with the results. Or even better - help them.
You may be pleasantly surprised.