Totally agree. I managed the employee engagement survey process for my employer, for over a decade. Sharing team results with the team is essential but so is doing something about those results.
I'd share the data for each question and ask, 'in an ideal world, what would need to happen for you to click 'agree' (or 'disagree') for this question'.
The process was 1. survey, 2. feedback, 3. action to remedy areas of low engagement, 4. communication about what had been done.
Communicating action taken is important.
People quickly forget the details of surveys and often don't realize that changes are as a result of an engagement survey.
Knowing that action will be taken on comments and results means that more employees will complete the employee engagement survey next time.
Thanks Wendy for sharing - your experience is very similar to mine, and I couldn't agree more with the importance of communicating action taken. People will stop taking the survey if they feel no action will be taken and it's not worth their time.
How leaders handle conflict says a lot about the organization’s climate. If leaders choose to ignore issues, sweep them under the rug, or punish those who raise legitimate concerns, it’s a major red flag. It often points to deeper systemic problems and a culture that prioritizes compliance over accountability and growth—especially if this behavior is common across management.
Totally agree. I managed the employee engagement survey process for my employer, for over a decade. Sharing team results with the team is essential but so is doing something about those results.
I'd share the data for each question and ask, 'in an ideal world, what would need to happen for you to click 'agree' (or 'disagree') for this question'.
The process was 1. survey, 2. feedback, 3. action to remedy areas of low engagement, 4. communication about what had been done.
Communicating action taken is important.
People quickly forget the details of surveys and often don't realize that changes are as a result of an engagement survey.
Knowing that action will be taken on comments and results means that more employees will complete the employee engagement survey next time.
Thanks Wendy for sharing - your experience is very similar to mine, and I couldn't agree more with the importance of communicating action taken. People will stop taking the survey if they feel no action will be taken and it's not worth their time.
How leaders handle conflict says a lot about the organization’s climate. If leaders choose to ignore issues, sweep them under the rug, or punish those who raise legitimate concerns, it’s a major red flag. It often points to deeper systemic problems and a culture that prioritizes compliance over accountability and growth—especially if this behavior is common across management.
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Completely agree. Accountability starts with setting specific, objective measurements and facing the reality of performance—starting with yourself.