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conducting an employee engagement survey can be broken down into two major portions design and administration of the survey and what you do with the results the second half is the most important portion if you are not going to communicate the survey results to employees and create action plans that address the lower rated questions you are better off not doing a survey at all i realize that this may sound odd coming from the president of a company that does employ engagement surveys however the last thing we want you to do is to see your organization move backwards by conducting a survey not taking meaningful actions and then placing it on the shelf just to collect dust there is one step that most organizations leave out or overlook when it comes to their engagement surveys some people get so focused on what questions to ask and how to word them that they forget to address the why factor finding the true why whatever it may be is the difference between just conducting a successful surv
