WHY EMPLOYEE ENGAGEMENT SURVEYS ARE GOOD BUSINESS

Our head of People and Culture at ADAPTOVATE, Lené Marx, takes a look at the importance of employee engagement surveys.

Employee Engagement surveys – are they useful?

To understand how to effectively use an engagement survey, it’s important to define what employee engagement means for your organisation. 

Not all experts and research companies have the same definition of ‘employee engagement’, for example: 


  •  Quantum Workplace defines employee engagement as “the strength of the mental and emotional connection employees feel toward their places of work”. 
  • According to Gallup, engaged employees are “those who are involved in, enthusiastic about and committed to their work and workplace”. 
  • Aon Hewitt defines employee engagement as “the level of an employee’s psychological investment in their organization.” 

For us at ADATOVATE, employee engagement is the emotional commitment our team members have to the business. 

When employees feel engaged, they care about the company, and they do their best work to achieve the company’s goals. The main objective for engaged employees is to contribute to the company’s success, it is not about employee benefits or bonuses, it is about being part of a successful business. 

Employee engagement surveys are an effective tool to understand the commitment, motivation, sense of purpose and concerns of employees to uncover the issues that impact engagement and productivity, and when done correctly, provide critical data that can be leveraged to improve company culture and engagement.

What do employee engagement surveys mean to the employees themselves?

Employees want to feel listened to and see action from the feedback they’ve provided. 

Research shows that employees who feel their voice is heard are 4.6 times more likely to feel empowered to perform their best work.  It’s also part of creating a sense of belonging and a push for equality and inclusiveness in the workplace. 

Employee engagement surveys should turn talking points into action items and action items into tangible outcomes. 

At ADAPTOVATE, engagement survey results drove some of the key initiatives delivered by the People & Culture team over the last 12 months. Some of these include: 

  •  a refresh of our Career Development Cycle (performance review process) which involved moving the process to a digital platform which further supports our feedback driven culture 
  • more in-depth training for our executive team to further develop their leadership skills