Employee Engagement Surveys: How to Capture Genuine Feedback

An employee engagement survey isn’t just about collecting feedback—it’s about understanding what truly motivates your workforce and turning insights into action. Simply gathering responses won’t drive change; the real value lies in employee engagement survey analysis and how the results are used to create a better workplace.

But here’s the challenge—surveys can backfire if employees feel their feedback disappears into a black hole. That’s why knowing how to communicate employee engagement survey results is just as important as the survey itself. Transparency, clear follow-ups, and real action based on feedback build trust and encourage employees to share honest opinions.

In this blog, we will walk you through not just designing a powerful employee engagement survey, but also decoding responses, sharing findings effectively, and making tangible improvements that boost morale, retention, and productivity. Because a survey isn’t just a tool—it’s a conversation that shapes the future of your workplace.

Qu'est-ce qu'une enquête sur l'engagement des employés ?

An employee engagement survey is a set of questions designed to gauge the engagement level of teams, departments, and the company overall. While the concept is simple, measuring engagement can be more complex than it seems.

Organizations use various methods—some rely on the Gallup Q12 (12 key questions), others conduct an in-depth annual survey, and many prefer shorter, more frequent pulse surveys like the employee net promoter score. All these methods aim to measure engagement, so choose one that fits your goals and budget.

Remember, engagement surveys differ from employee satisfaction surveys. An employee might be satisfied with their salary or location but still be disengaged if their work feels monotonous or overly controlled, which can negatively impact business performance.

L'importance des enquêtes sur l'engagement des employés

Employee engagement surveys provide a space where employees can communicate any concerns or issues, they have. It isn’t always possible to interact with their employers individually, especially in larger workspaces.

Dans ce cas, il est facile que les préoccupations passent inaperçues, car il n'y a pas d'espace pour une communication claire. Les enquêtes sont un excellent moyen d'identifier et de résoudre les problèmes des employés.

En faisant des efforts et en utilisant les commentaires de vos employés, vous pouvez améliorer les choses dans l'espace de travail pour qu'ils se sentent plus heureux. Vos employés se sentiront ainsi entendus, appréciés et inclus, ce qui constitue un facteur clé de la satisfaction au travail.

Employee engagement surveys are a quick yet effective method of improving employee satisfaction. You can boost your business's productivity and success by conducting them and making improvements based on them.

L'enquête comme méthode de collecte des données

L'objectif principal des enquêtes sur l'engagement des employés est d'obtenir des informations sur les opinions, les motivations et les évaluations des personnes, sur l'état du groupe et la conscience individuelle.

Les données recueillies par les méthodes d'enquête expriment les opinions subjectives des répondants. Elles doivent être comparées à des informations de nature objective, qui doivent être élaborées par d'autres moyens.

The development of a research program should precede the survey, a clear definition of goals, objectives, concepts (categories of analysis), hypotheses, objects, and subjects, as well as research tools.

Each survey involves an ordered set of questions (a questionnaire) that serves to achieve the research goal, solve its problems, and  prove or disprove a hypothesis.

The wording of the items must be carefully considered in many ways, but, above all, it must be used to fix categories of analysis.

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Indicateurs clés de l'engagement des employés

Maintenant que nous avons compris ce qu'est une enquête sur l'engagement des employés, examinons les indicateurs les plus importants de l'engagement des employés ? Ils pourraient vous surprendre un peu !

1. La confiance dans la chaîne de commandement

Supposons que vos employés n'aient pas le sentiment de pouvoir faire confiance aux informations qu'ils reçoivent de leur supérieur direct, de leur chef de service ou des échelons supérieurs de votre entreprise.

Dans ce cas, ils commenceront à avoir l'impression de ne pas être traités comme des adultes professionnels que l'on traite avec honnêteté.

Le fait de recevoir trop d'explications et de double discours de la part des niveaux supérieurs peut être condescendant ou frustrant et diminuer l'engagement émotionnel de l'organisation.

2. Une reconnaissance fréquente et équitable

Vos employés savent-ils qu'ils ont fait un excellent travail, qu'il s'agisse d'un grand projet ou d'un petit travail ? Encouragez-vous ces comportements au sein de l'entreprise afin que les employés sachent à quoi ressemble le succès et que le travail acharné est reconnu et récompensé ?

If you’re not, you’re missing out on a big driver of engagement. If your recognition strategy is based on a concept like “Employee of the Month,” where everyone is recognized similarly, no one will truly feel recognized.

Garder les récompenses personnelles et basées sur les performances est une bonne pratique approuvée par le SHRM.

3. Demander un retour d'information

Simply asking employees for their opinions in a thoughtful, purposeful way can slightly increase engagement.

Vos employés aiment qu'on leur demande ce qu'ils pensent de la vie dans votre entreprise - cela montre que vous accordez de l'importance à leurs opinions et à leurs commentaires.

Bien entendu, pour que la demande de commentaires stimule l'engagement, vous devez mettre en œuvre les changements suggérés par les employés assez souvent pour montrer que vous écoutez vraiment ce qu'ils disent. C'est là qu'un plan d'action post-sondage s'avère utile.

How to create and run an employee engagement survey that drives real change

A successful employee engagement survey isn’t just about collecting feedback—it’s about gathering insights that lead to measurable improvements. Many organizations struggle with engagement not because they lack data, but because their surveys fail to uncover real sentiment, key concerns, and actionable solutions.

To get meaningful, data-driven results, organizations must structure their surveys strategically. Here’s a step-by-step breakdown of how to create and run an engagement survey that drives real change—not just reports numbers.

1. Define a clear objective tied to business outcomes

Instead of vague goals like “measuring engagement,” link the survey to specific business challenges. Are you trying to reduce turnover? Improve leadership effectiveness? Identify productivity blockers? A well-defined objective helps frame the right questions and ensures that survey data translates into action.

2. Ask the right questions to uncover root causes

Many engagement surveys focus on surface-level indicators—job satisfaction, work-life balance, or leadership perception—but fail to dig deeper into the ‘why’. A powerful survey balances quantitative and qualitative questions to pinpoint areas that need attention.

• Instead of just asking, “Do you feel valued at work?”, follow up with “What specific actions from leadership make you feel valued?”
• Move beyond engagement scores by asking, “What barriers prevent you from being more engaged in your role?”
• Leverage Empuls employee engagement survey templates, which include structured questions designed to uncover actionable insights.

3. Ensure anonymity to encourage honest feedback

Employees hesitate to share critical feedback when they fear repercussions. Empuls ensures survey anonymity while providing HR teams with AI-driven insights, making it easier to identify trends without exposing individual responses.

Clearly communicate who will see the results, how data will be used, and how confidentiality is maintained. Without these reassurances, survey participation and honesty suffer.

4. Choose a survey cadence that fits your organization’s needs

• Quarterly pulse surveys are great for tracking ongoing engagement trends.
• Annual engagement surveys provide a comprehensive review but need fast action to stay relevant.
• Real-time sentiment analysis, like that offered by Empuls, helps HR teams detect engagement shifts instantly.

Organizations should balance frequency with actionability—too many surveys without follow-through lead to survey fatigue, while infrequent surveys fail to capture changing sentiments.

5. Drive participation with a strong internal campaign

A survey is only useful if employees take it. Instead of sending a generic email with a survey link, craft a clear, compelling message that answers:

• Why is this survey important?
• How will the company use the feedback?
• What changes have been made based on past surveys?

Consider using multiple touchpoints—emails, internal chats, leadership endorsements, and Empuls’ AI-driven notifications—to maximize participation.

6. Analyze survey results with a focus on trends, not just scores

Organizations often get caught up in benchmarking eNPS or engagement scores without analyzing why certain groups are more engaged than others. Break down survey responses by:

• Department or role: Are engagement issues concentrated in specific teams?
• Leadership levels: Do managers feel more disengaged than employees?
• Historical trends: How do this year’s scores compare to last year’s?

Empuls’ advanced analytics help organizations spot patterns, heatmaps, and sentiment trends, making it easier to pinpoint systemic issues rather than surface-level complaints.

7. Communicate results transparently to build trust

Knowing how to communicate employee engagement survey results is as important as collecting them. Employees want to see how their feedback drives change.

• Share high-level results in a town hall or internal newsletter.
• Focus on key themes rather than just numerical scores.
• Acknowledge areas needing improvement—employees appreciate honesty over sugarcoating.

Avoid vague responses like: “We appreciate your feedback and are working on improvements.” Instead, be specific: “Survey results indicate that employees seek more career growth opportunities. Over the next quarter, we are launching a mentorship program to address this.”

8. Take action and show visible improvements

A survey without follow-through erodes trust. Use survey data to implement targeted, visible improvements and communicate progress consistently. Some quick wins include:

• If employees feel underappreciated, introduce recognition programs via Empuls.
• If employees feel disconnected from leadership, hold monthly leadership Q&As.
• If employees lack growth opportunities, create clear career progression paths.

Regularly updating employees on how feedback translates into change ensures that future surveys receive higher participation and more honest responses.

9. Measure impact and continuously refine your survey approach

The real success of an employee engagement survey isn’t in the first report—it’s in the long-term impact on workplace culture. Track post-survey actions, conduct follow-ups, and assess whether changes have positively influenced engagement scores.

Use tools like Empuls to monitor engagement trends over time and adjust strategies accordingly. Engagement isn’t a one-time effort—it’s an ongoing conversation that requires data, action, and refinement.

What should be done with the employee engagement survey results?

So, what do you do next once you run your employee engagement survey - especially if you’re doing it for the first time? If you’ve designed a well-crafted and thoughtful survey, you’ll have plenty of data, statistics, and potential verbatim feedback to go through.

But if you think your work is now done - not yet! It’s just beginning. That’s because what you do with your employee engagement survey findings is the most important part of your survey process.

Mais ne vous inquiétez pas - nous avons tout ce qu'il vous faut pour utiliser les résultats de votre enquête sur l'engagement des employés et votre plan d'action. Votre guide complet pour rédiger votre plan d'action post-sondage se trouve ici.

Il suffit de suivre les conseils suivants pour obtenir des informations exploitables et prendre les bonnes mesures.

1. Agir de manière transparente

Employees took time out of their busy workdays to provide thoughtful feedback on your survey - so what will you tell them when it’s over?

If your feedback is much more negative than you thought, it can be tempting to stuff the results in a drawer or server somewhere and hope everyone forgets about them. (Research shows that 20% of companies essentially do just that.)

But employees aren’t going to forget that easily - and it looks like you’re hiding the results, which erodes trust and engagement. So take a deep breath and thank employees for taking the time to take the survey.

Après tout, il s'agissait d'une activité facultative initialement destinée à l'entreprise, pas à eux. Il est maintenant temps d'élaborer un plan d'action qui montre aux employés que le fait de participer à l'enquête leur est également bénéfique, car vous écoutez ce qu'ils disent et prenez des mesures en fonction de leurs commentaires.

Ils seront encore plus enclins à répondre à l'enquête l'année prochaine - et ce simple geste d'écoute pourrait bien faire grimper les scores d'engagement à lui seul.

2. Ne mettez pas tout le monde dans le même panier

It’s a best practice from the experts at SHRM - once your survey results are in, don’t just look at the data as a whole. Even for smaller companies, employees in different roles and departments will have very different experiences at work, and their engagement scores and factors likely look very different as well.

Examinez plutôt les données globales pour y déceler les grandes tendances, puis continuez à plonger dans les regroupements pertinents. Cela peut être par département, unités organisationnelles au niveau des employés et/ou par résultats démographiques. En examinant les données de cette manière, vous pourrez mieux repérer les tendances importantes.

For example, say you look at your engagement data and find low scores in one particular department. What’s going on? Well, check the data further. Is there a generational disconnect, with younger workers feeling less happy and more frustrated?

Or individual contributors are engaged, but the management level is not. Once you identify the gaps, you can start thinking about solutions.

3. Prenez des mesures concrètes

Si vous sondez vos employés uniquement parce que vous êtes curieux de savoir ce qu'ils pensent, mais que leurs réponses réfléchies n'entraînent aucun changement réel, les employés se rendront compte que vous n'êtes pas vraiment intéressé à agir.

And then, they will stop providing real answers in upcoming surveys. Why should they share their thoughts, after all, if you’re not listening? That’s why sharing employee engagement survey results and action plans becomes crucial.

Vous devez prendre les données que vous venez de glaner dans votre analyse et commencer à décider des changements que vous allez apporter en conséquence. Ces changements n'ont pas besoin d'être énormes - il peut s'agir simplement d'éliminer un processus que les employés trouvent frustrant ou de permettre aux managers de reconnaître plus facilement les employés sur le moment avec les bons outils de reconnaissance.

L'important est de faire quelque chose de significatif pour montrer que vous avez écouté et que vous vous souciez d'eux.

4. Ne laissez pas la défensive vous gêner.

Si la première réaction naturelle est d'être un peu sur la défensive, si votre réaction émotionnelle à un feedback ouvert et honnête vous empêche de voir la nécessité d'apporter des changements sur votre lieu de travail, vous avez un problème.

Pour obtenir des informations exploitables à partir de votre enquête sur l'engagement des employés, vous devez vous engager à accepter les commentaires et à y donner suite avant que votre équipe de RH et de direction n'envoie l'enquête.

5. Communiquer de manière proactive

Si vous recevez de nombreux commentaires négatifs, vous devez procéder à de véritables changements, mais ceux-ci peuvent prendre du temps.

Ce n'est pas grave, tant que vous communiquez systématiquement avec les employés sur ce que vous avez entendu, sur les changements que vous allez apporter et sur le moment où ils doivent s'attendre à voir et à ressentir ces changements.

Vos employés savent que les choses prennent du temps - ils veulent être rassurés sur le fait que leurs commentaires ont été entendus. Un plan de communication solide pour annoncer et partager les résultats du sondage sur l'engagement des employés et les plans d'action, pour remercier les employés d'avoir pris le temps de répondre et pour leur faire savoir ce que vous faites de leurs commentaires est une partie essentielle de votre plan post-sondage.

6. Ne soyez pas obsédé par un seul chiffre

Si les données concrètes sont importantes pour l'analyse des résultats d'une enquête, il est souvent contre-productif de trop se concentrer sur un seul point de données.

Lorsque l'engagement des employés est beaucoup plus important qu'une seule question, cela peut conduire à des efforts superficiels pour stimuler ce seul élément d'engagement.

At AT&T, for example, executives give them trends and verbatim feedback from their most recent pulse surveys instead of giving line managers and supervisors access to scores. This focuses on the root causes of issues instead of targeting a single number to fixate on.

7. Continuez à sonder les employés régulièrement

Bien que vous puissiez certainement obtenir des informations intéressantes en réalisant une enquête une seule fois, vous obtiendrez beaucoup plus d'informations si vous interrogez régulièrement vos employés afin de pouvoir suivre les tendances et les progrès au fil du temps.

This might mean committing to a large annual survey or adding in targeted pulse surveys like the ones in the Empuls platform so you can get feedback in real-time. Whatever your preference, be sure you keep at it.

S'il peut être difficile pour votre organisation d'accepter les commentaires et d'apporter des changements au début, vous en récolterez les fruits au fil du temps.

Capture real employee sentiment with Empuls’ engagement surveys

Employee engagement isn't just about job satisfaction—it’s about creating a work environment where employees feel valued, motivated, and aligned with business goals. Empuls employee engagement surveys help organizations measure workplace sentiment, identify challenges, and implement meaningful improvements to enhance the employee experience.

With AI-driven analytics and real-time sentiment tracking, Empuls makes it easier to listen to employees and act on feedback. By capturing insights at every stage of the employee journey, businesses can create a workplace that fosters trust, collaboration, and high performance.

Why choose Empuls employee engagement surveys?

1. Measure engagement in real-time.

Traditional surveys provide delayed insights, but Empuls offers instant sentiment analysis through pulse and engagement surveys. Get real-time data on employee motivation, morale, and workplace culture to make quick, informed decisions.

2. Capture feedback at every stage

Employee experiences evolve over time, and so should your surveys. Empuls offers lifecycle surveys, tracking engagement from onboarding to exit. This ensures organizations understand employee needs at key touchpoints, improving retention and satisfaction.

3. Personalized, AI-driven conversations

Static surveys don’t always capture genuine feedback. Empuls uses AI-powered, adaptive conversations to engage employees in meaningful discussions. This helps uncover deeper insights into what truly matters to your workforce.

4. Customizable surveys for targeted insights

Every workplace is different, so Empuls allows businesses to customize surveys based on specific engagement challenges. With a rich question bank and flexible templates, organizations can tailor surveys to focus on leadership, work-life balance, recognition, or any other key area.

5. Data-backed decisions for meaningful change

Survey results are only useful when translated into action. Empuls provides AI-powered analytics, heatmaps, and benchmarking tools to identify trends and problem areas. This enables leadership teams to implement targeted improvements that drive engagement and business success.

ANCA’s journey to transform employee engagement with Empuls

ANCA Machine Tools, a global leader in CNC machines with over 1,000 employees, faced challenges with its rewards and recognition (R&R) processes. The existing system lacked consistency, transparency, and efficiency, leading to disengagement and a need for a more structured approach to boost employee morale.

La solution

After evaluating various options, ANCA adopted Empuls for its seamless features tailored to their needs. The platform's reward automation simplified the process, and its extensive redemption catalog offered employees meaningful choices. Empuls’ user-friendly interface ensured an effortless transition for the HR team and employees alike.

The Results

Empuls transformed ANCA's employee engagement with remarkable outcomes:

• 90% reduction in time spent managing rewards: Automation allowed the HR team to preset criteria, ensuring automatic point allocation with minimal effort.
• 100% increase in engagement scores: Consistent and transparent R&R processes fostered a stronger sense of value among employees.
• 80% employee satisfaction with the platform: Employees appreciated the ability to choose from a diverse catalog, reinforcing their motivation and loyalty.

A Satisfied Partnership

Rukmini Divakar, HR Manager - Asia at ANCA, praised the platform, saying: "We didn’t evaluate anybody else because Empuls gave us exactly what we wanted. The team presented how it works, and I only had to coordinate with one point of contact. The rest was taken care of."

Principaux points à retenir

Il y a tant de choses à savoir sur les enquêtes d'engagement des employés - pourquoi elles sont importantes, comment les réaliser correctement et ce qu'elles signifient vraiment pour votre entreprise.

This guide has given you a starting point to measure employee engagement levels.

The first step towards raising your engagement rate is knowing where your company stands right now - that’s why you need to start creating your employee engagement survey today if you haven’t already.

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