Why employee engagement surveys are extremely crucial

employee engagement surveys

To clear out a misconception, your organization’s human resources teams are not the only ones who benefit from employee engagement surveys. Even though these employee engagement surveys do help your HR teams in knowing where to lay their focus, the effects of engagement surveys can be experienced by each level of the business. It is everybody’s win when the organization takes time to listen to their employees, invest in enhancing their employee experience, and establish a strong workplace culture. 

employee engagement surveys

Engagement surveys are extremely significant as they can produce a lasting impact on your employees, teams, and the organization. In order to reap all the fruitful advantages of employee engagement surveys, be conscious of how your organization measures employee feedback, operate on survey findings and monitors the progress. Let us take a glance at why employee engagement is crucial, not just for your HR reams but for the entire organization as a whole. 

1. Identifying the room for opportunities

Engagement surveys play a crucial role in gauging your employee’s motivation, passion, and commitment to their roles and your organization, providing you with explicit insights into the areas of your business that are thriving as well as in the ones in which you need to be more focused. By using the right set of questions, you can get valuable insights into all the stages of the employee lifecycle in your organization and direct everyone’s efforts to where it is required the most. 

2. Drive expressive change

When your organization becomes aware of where and how to focus your resources and efforts, you will be enabled to make a huge influence on the life of your employees. For instance, if your survey revealed that your workforce feels underprepared for their roles, you can take an informed decision about how to not only address but resolve the workplace concern. This can include revamping your onboarding programs, starting on-the-job training, and launching a mentorship program to provide your employees with everything they need to excel and succeed. 

3. Foster trust with employees

Having identified the ways to improve the experience of employees in your organization, it’s now time for you to take action. By taking brisk and purposeful action on employee feedback, you can send out a strong message to the whole of your organization – the leader and the organization will do everything they can to set the employees up for a successful career. Transparency plays a significant role in earning the trust of the employees and hence make sure to not only share your initial plan with your employees but also update them regularly on the impact the new policies will have on the organizational culture. 

4. Form organizational culture 

Fostering such an organizational culture that is loved by the employees needs more than just distributing an annual employee engagement survey. After becoming aware of the areas of improvement, your organization needs to become proactive in taking addressing the employee feedback and showing your employees that they are valued. The need of your employees change consistently and hence your organization must frequently listen to the requirements and work to address them. This informs the employees that their feedback is heard and hence the organization is focused on establishing a workplace culture where employees thrive and succeed. 

5. Give your workforce a voice 

The demand for engagement survey tools is on a never-ending rise. The reason is that the engagement surveys present very few opportunities where employees to voice their opinion about what it feels like working in your organization. To encourage your workforce to share their candid and constructive feedback, your organization needs to make such a survey experience that makes your employee feel heard, valued, and safe. In addition to this, making your employees aware of how the organization will use their feedback to make changes in the organization will make them feel heard and valued.  

6. Benchmark the data

Gathering and monitoring engagement survey results enable you to benchmark your own data over time so that you can easily determine prospects for improvement and monitor the influence of your endeavors. It will also enable you to address the change proactively. For instance, if you see the manager satisfaction score reducing across your organization, you can launch leadership training schedules to help your managers in brushing up on their core management skills. Now when the next engagement survey reveals an increase in the management satisfaction score, you can easily assume that the programs helped. 

7. Hold leadership accountable

While each employee of your organization is accountable for shaping the organizational culture, no one has the power to mold it as much as the management. As employee engagement can have a direct impact on organizational revenue, it is viable for you to make improvement of employee experience a top priority. Just like the other teams, the senior management too needs direction about where to target their actions for leveraging their influence. This is where employee engagement surveys come into the picture and provides much-needed assistance. 

Employee engagement surveys are the best way to learn about your organization and know where it stands in the mind of your employees. However, it shall be of no significant use if you don’t use the gained feedback to foster a better employee experience and organizational culture. For more concerns regarding employee engagement, make sure to contact us

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Gaurav Sabharwal


Gaurav is the CEO of JOP (Joy of Performing), an OKR and high-performance enabling platform. With almost two decades of experience in building businesses, he knows what it takes to enable high performance within a team and engage them in the business. He supports organizations globally by becoming their growth partner and helping them build high-performing teams by tackling issues like lack of focus, unclear goals, unaligned teams, lack of funding, no continuous improvement framework, etc. He is a Certified OKR Coach and loves to share helpful resources and address common organizational challenges to help drive team performance. Read More

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