We all know the routine—every now and then, you’re asked to fill out an engagement survey at work.
In fact, late summer and early autumn are some of the main months when they’re conducted, according to this article.
🤔 But do you feel like these surveys lead to any real action from leadership?
🤔Have you ever wondered if those surveys really capture how you feel about your job?
Engagement surveys often feel like just another task for those who have to take it. On the backend, they give a snapshot of how we feel at a particular moment, but they don’t always get to the heart of what makes our work fulfilling or frustrating. Sometimes, it’s hard to be completely honest in a survey, and that can lead to an incomplete picture of what’s really going on.
Shift Focus from Survey Metrics to Meaningful Actions
📞 Engage in Honest Conversations:
If/when comfortable, discuss your survey feedback with your manager on a call or a one-on-one conversation. Explain why you gave certain responses and suggest potential solutions, focusing on areas where you think improvements can be made. Open conversations can lead to real changes.
💬 Share Feedback Year-Round:
Don’t wait for the next survey to share your thoughts. If something is bothering you or you have a great idea, bring it up with your manager, a skip-level manager, or a trusted colleague whenever it arises. You can mention it during a regular one-on-one or bring it up in a team meeting.
💡Be Proactive:
When raising concerns, come with potential solutions. Instead of just pointing out a problem, propose a few ideas on how it could be resolved and offer to help implement the changes. Taking ownership of issues shows initiative and helps drive positive change.
Tips for Managers:
- Follow Up on Surveys: After survey results come in, hold open conversations with your team to discuss solutions and take action on the feedback.
- Regular Pulse Checks: Conduct quick pulse check-ins throughout the year to keep a continuous dialogue and address any emerging issues promptly.
- Create a Safe Space: Ensure that employees feel safe to speak honestly without fear of negative consequences. Encourage them to share feedback anytime, not just during surveys. Lead by example—openly share what might not be working well for you and brainstorm solutions with your team.
Move beyond survey numbers and help build a workplace where everyone feels heard and valued.
By working together, we can turn insights into actions and build a stronger, more engaged team.
That is how we can all find our flow all year round instead of just right after survey season.
