If you follow the last post titled "first do no harm" and the comments, it leads to the conclusion that there's not "one best over-riding" way to do many things that we do in HRM. But somehow, the "one best way" philosophy has a strong grip on the field. Research that I have conducted shows that simply raising employee engagement or employee satisfaction or employee survey scores is not always the right strategy because raising scores for some employees lowers their performance. There's a similar story for turnover. Lowering turnover for all departments, all jobs, and all groups also is not the right thing to do for many organizations. What other myths should we be challenging in the field?