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4 Questions You Aren’t Asking In Employee Engagement Surveys- But Should

Updated: May 2, 2020

I’m going to be completely honest with you…


Many companies use employee engagement surveys, but very few actually take measures to create change. Ask yourself the following questions to determine if you are getting the most out of your employee engagement surveys.

1. Are you asking the right questions?

I’ve taken several employee engagement surveys over the years and noticed the same piece is missing consistently. That missing piece is <drum roll>… leadership, but not in the way you might think. Break down your leadership by title (lead, supervisor, manager, etc.) and you might be able to pinpoint some issues you may not find otherwise.

2. When are you sending the survey?

The timing of your survey is crucial to the kind of answers you will receive. You might want to consider parsing your survey to measure particular aspects throughout the year.

3. Do you have a post-mortem after the results come back?

So you’ve sent a report to all employees about the results- and it’s a glowing review. Sound familiar? It’s time to be open and honest with company shortcomings. Address the issue-and how you will find ways to improve.

4. If you’re asking for honesty, are you truly addressing the issue?

I saved this one for last because it really hits home from my experiences taking employee engagement surveys. I’ve been the unfortunate victim of pointless employee engagement ideas because some higher up thought it was “great.” Get off the bandwagon and LISTEN TO YOUR EMPLOYEES!

Are you ready for an employee engagement program that produces real results? Click here to watch a short video.



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