How to get the most of your employee engagement survey

Asking questions is crucial to the success of your business. Questions are a way to express our curiosity of the world around us and learn how to grow our business. One aspect of your business that you CANNOT forget to ask questions about is your human capital – the talent that your success stems from.

Using an employee engagement survey is one of the best ways to improve your business from the inside out and learn about what makes your people tick. Letting your team know that their voice is heard improves motivation and retention. Although a survey may seem costly both from a time and money perspective, it is far less expensive than losing a valuable team member and having to rehire.

Whether you are wondering how to start, or looking for ways to improve, here are some insights into maximizing the ROI of your survey.


Job security is a big deal in today’s world. Employees may be apprehensive to open up about how they really feel at the workplace for fear of losing their income. Providing an anonymous platform to submit answers for surveys will encourage honesty and provide more complete answers from the participants. Let people step aside from their job title and speak as a human being to you. The survey is simply a window to future discussion, so it is imperative that you open up all the curtains to let light shine through.


Before you open the survey, set up a discussion board or submission box for questions people would like to see on the survey. Doing this will provide you with a more thorough and robust set of questions, and increase participation since people will be more likely to answer when their own interests are involved. After the survey, get your team involved in solving any problems that arise . Again, they know best. Involve as many minds as possible, and embrace the diversity of your team. No need to put the burden on one person to solve the problems of many.


This is the most difficult part, and the most important. The truth is, performing the survey is only the first step. If nothing is done after the survey, you run the risk of your team becoming disengaged and unfaithful if they don’t feel like their needs are being addressed. DO NOT do an engagement survey if you are not willing to take action on its results. You must be able to act quickly and implement some positive changes sooner rather than later.

By running a survey, you are nourishing the longevity of your team. Do them often, and make them part of you culture. The results may surprise you!