Do you dread those annual or bi-annual employee engagement surveys? No need to fear! They can provide you with fantastic information for you and your team to succeed!
Over the many years I have run and supported managers in responding to employee engagement survey results I have learnt a few key things:
- The strongest engagement scores can always be maintained or improved, and the weakest engagement scores can always be turned around.
- Honest feedback is a gift, and when responded to in an open, curious and authentic manner, can be a manager's greatest tool for their teams and their own success.
If you have received the results from an engagement survey and have been disappointed, you aren’t necessarily alone. Gallup, who run worldwide employee engagement surveys and publish an Annual State of the Global Workplace report, indicate in the 2026 paper that, “global employee engagement fell to 20% in 2026, its lowest level since 2020, costing the world an estimated $10 trillion in lost productivity.” You can download the full report from their website here.
Gallup’s survey is based on twelve questions divided into understanding if a person’s basic needs are being met, followed by the contribution they are able to make, the effectiveness of teamwork and their opportunities for growth. These are displayed below:
Source: https://www.gallup.com/q12-employee-engagement-survey/
Engaging with your team to unpack engagement scores and understand which of these elements are being effectively met and which need focus can be a good start towards building a thriving team.
If you think you and your team would benefit from greater focus on your team engagement, feel free to reach out to discuss a strategy and execution plan to move towards your goals.
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