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How To Interpret Employee Engagement Survey Results

Updated: Dec 19, 2023

Interpret Employee Engagement Survey Results

Employee engagement surveys are beneficial tools for companies to gather employee feedback. These surveys help organisations understand how engaged and satisfied their employees are. Moreover, it helps to highlight areas that need improvement.

But what do the results of the survey mean? How can employers interpret the data to make meaningful changes and improve engagement in the workplace?

To help answer these questions, we have put together a guide on how to interpret and analyse employee engagement survey results.

Whether you are conducting a survey or have been analysing results, these tips will help you make the most out of your employee feedback.

Understanding the Survey Questions

Before diving into the results, it’s important to understand the survey questions. Employee engagement surveys typically consist of a mix of quantitative and qualitative questions.

Quantitative measure employee satisfaction and engagement using a numerical scale, 1-5 or 1-10. Qualitative questions allow employees to provide more detailed feedback on their experiences.

One great tip for understanding the survey questions is to put yourself in your employee’s shoes. Ask yourself how you would answer the questions if you were an employee. Moreover, consider what factors could impact their responses.

For instance, the question is about work-life balance. Consider factors such as workload, flexibility, and company culture. These could affect an employee's perception of their work-life balance.

Remember, the more you understand the questions, the better you interpret the responses.

Designing an Effective Survey

Designing a well-crafted survey is an absolute must for obtaining accurate results. It means creating clear, concise questions relevant to your company and its employees.

Avoid leading or biassed questions that may influence employee responses. Instead, focus on specific aspects of engagement. These might be communication, recognition, or career development.

Consider using benchmark questions. It helps to compare your company's results with industry benchmarks and standards. It can give valuable insights and help identify areas for improvement.

Since we are on a digital platform, using online survey tools is also a good idea. It makes it easier to analyse results and create visual representations of the data. One great tool is Google Forms. It has a user-friendly interface and permits easy data analysis.

Ensure employees have enough time to complete the survey. Also, provide them with a safe and confidential way to share honest feedback. The more honest and transparent the employee survey is, the better the results will be.

Understanding The Importance of Employee Engagement Surveys

Employees are the backbone of any organisation. Happy, engaged employees result in better work output and higher productivity levels. Conducting an employee engagement survey is a simple way to gather feedback.

Many factors can affect employee satisfaction and engagement. These include work culture, communication, recognition, and growth opportunities.

Work Culture

It is important to understand how your employees feel about the company culture. A positive work culture accelerates higher engagement scores and a more productive workforce.

For instance, if your survey results show that employees feel disconnected from the company culture, it may be time to reassess. Make changes to promote a more positive and inclusive work environment.


Effective communication is also crucial for employee engagement. How do your employees prefer to receive information? Do they feel heard and valued by their superiors? These are important aspects to consider when interpreting employee engagement survey data. Also, the results of it.

Some employees prefer regular team meetings or one-on-one check-ins. A company-wide email newsletter or an internal messaging platform may work better for others.

Gathering feedback through surveys can help identify communication gaps. It allows employers to make necessary improvements in this area.


Employee recognition is a crucial driver of engagement. It shows employees that their contributions are appreciated and valued by the company. Understanding how your employees feel about it can help you improve this aspect of employee satisfaction.

For example, employees feel undervalued and not recognized for their hard work. Implementing an employee recognition program could impact engagement levels.

Opportunities For Growth

Employees want to feel like they are growing in their careers. If your company does not offer opportunities for growth and development, it can lead to dissatisfaction.

Interpreting surveys related to career growth can help employers identify areas for improvement. Also, create development plans that align with employees' goals and interests.

The Purpose of Analysing Employee Engagement Surveys

The goal of analysing employee engagement and comparing survey data and results is to make positive changes in the workplace. But why is this so important?

Addressing areas of dissatisfaction and disengagement can lead to improved employee retention rates. Employees who feel valued and satisfied with their work are likelier to stay.

Higher employee engagement levels have also been linked to increased productivity. Meaning more engagement scores, better customer satisfaction, and overall company success.

Analysing employee survey data and results can also help identify patterns and trends. It allows employers to make data-driven decisions. Also, focus on areas that most impact employee engagement and satisfaction.

15 Tips on How to Interpret Employee Engagement Survey Results

Now that we have covered the basics of understanding and designing an effective employee engagement survey. Below are 15 tips to help you interpret the results:

  1. Look for Patterns Identify any recurring themes or issues in the data. It can help pinpoint areas for improvement.

  2. Consider Demographics Analyze results based on factors such as age, department, or tenure. It is to better understand different employee perspectives. For example, younger employees may have different priorities and expectations than elderly employees.

  3. Pay Attention To Open-Ended Questions Open-ended questions provide valuable qualitative data. It can give insight into the "why" behind specific responses. Make sure to review and analyze these carefully.

  4. Look for Areas of Improvement Use the survey results to identify areas that need improvement. Prioritize them based on their impact on employee and engagement metrics.

  5. Recognize Positives Don't just focus on negative feedback; this can be discouraging for employees. Instead, celebrate positive feedback and use it to continue what works well.

  6. Prioritize Actionable Feedback All feedback is important, but prioritize actionable items you can quickly implement. The more achievable the changes, the quicker employees will see positive results.

  7. Analyze Trends Over Time When conducting annual or bi-annual surveys, compare current results to previous ones. It is for you to track progress and identify areas for continued improvement.

  8. Consider External Factors External events and changes like the economic downturn can greatly impact employee engagement. Take these factors into consideration when interpreting employee engagement survey analysis results.

  9. Use Visual Representations Research shows creating charts and graphs can make data more digestible. Also, easier to understand. Reviewing raw data can also help identify trends that may not have been apparent.

  10. Communicate With Employees Employees may often have suggestions or insights that can help interpret survey results. Share the results of employee surveys with your team. And ask for their input on improving areas of concern.

  11. Collaborate With Leaders Leaders or department heads can offer a different perspective on team dynamics. They can also help interpret results for their respective teams. Involving them in the process can lead to more thorough and actionable insights.

  12. Use Benchmark Data Compare your company's survey results to industry averages or companies in similar fields. It can provide context and identify areas where your company may excel or struggle.

  13. Prioritise Transparency Many times, employees may feel hesitant to provide honest feedback if they don't believe it will be taken seriously or acted upon. Be transparent about the results and any changes that are being made as a result.

  14. Track Progress After making changes based on survey results, continue to track progress. Use follow-up surveys or other feedback methods. It can help determine the effectiveness of implemented changes. Also, identify areas for further improvement.

  15. Take action Whatever the various survey findings and results reveal, it's essential to take action. Make changes to improve employee engagement. Yes, it's hard work, but it will ultimately lead to a happier and more productive workforce. When introducing new programs or addressing issues, keep survey promises.

Using Survey Results as a Guide

Now that we have covered how to interpret survey results, it's important to use them as a guide for making positive changes in the workplace. For example, if survey results reveal low levels of appreciation, implementing an employee recognition program could impact engagement levels.

Communication is also vital when using survey results as a guide. Discussing results and involving them in implementing changes can make them feel valued and heard.

Analysing employee engagement survey results is an ongoing process. It is important to assess, interpret, and act on feedback continually. It is to maintain high employee satisfaction and engagement levels.

Employers can make a favourable work environment by following and using these tips as a guide. It fosters growth and success for employees and the company.

So, do more than just conduct employee engagement surveys to check a box. Use them as a tool to improve your company culture and create a happier, more engaged workforce. Your workers (and bottom line) will thank you! So, keep surveying and making positive changes!

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