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Do Employee Engagement Surveys Work?

August 16, 2023by Barbara Flynn0

Employee engagement surveys can be effective tools for gathering feedback and insights from employees, provided they are well-designed, properly implemented, and followed up with appropriate action. Here are some key factors to consider regarding the effectiveness of employee engagement surveys:


  1. Feedback and Insight: Employee engagement surveys can provide valuable feedback and insights into employees’ perceptions, experiences, and engagement levels within the organization. They allow employees to express their opinions, share concerns, and provide suggestions for improvement.
  2. Identifying Areas of Strength and Improvement: Surveys can help identify areas of strength within the organization, where practices and initiatives are positively impacting employee engagement. They can also pinpoint areas that need improvement, such as communication, recognition, career development, work-life balance, or leadership effectiveness.
  3. Benchmarking and Comparison: Employee engagement surveys often include benchmarking data, allowing organizations to compare their results with industry standards or other relevant organizations. This provides context and helps identify areas where the organization may be lagging or excelling.
  4. Action Planning: The true value of engagement surveys lies in the actions taken based on the feedback received. Organizations should commit to analyzing survey results, identifying trends, and developing action plans to address areas of improvement. Regular communication and transparency about the actions taken and their impact are vital to maintaining employee trust and engagement.
  5. Employee Involvement and Ownership: Involving employees in the survey process can enhance their sense of ownership and commitment. Employees should have an opportunity to provide input on survey questions, survey frequency, and participate in focus groups or feedback sessions. This involvement fosters a sense of collaboration and demonstrates that their feedback is valued.
  6. Continuous Improvement: Employee engagement surveys should be seen as a part of an ongoing process of improvement rather than a one-time event. Conducting surveys at regular intervals allows organizations to track progress, assess the effectiveness of implemented changes, and identify new areas for focus.
  7. Follow-up and Accountability: It is crucial for organizations to follow up on the survey results by communicating the actions taken, timelines, and responsible parties. This demonstrates that employee feedback is taken seriously and fosters accountability within the organization.


While employee engagement surveys can be effective, it’s important to note that they are just one piece of the puzzle. Organizations should complement survey data with other sources of feedback, such as one-on-one conversations, focus groups, and observation, to gain a comprehensive understanding of employee engagement.


Ultimately, the success of employee engagement surveys depends on the organization’s commitment to acting on the feedback received, fostering a culture of continuous improvement, and maintaining open lines of communication with employees.


Barbara Flynn

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