If you’ve ever filled in an employee engagement survey and then heard absolutely nothing afterwards, you’ll know the feeling: “What was the point of that?”

That’s exactly why engagement surveys matter — but only when organisations treat them as the start of a conversation, not the finish line.

The data tells an important story. According to Gallup, just 10% of UK employees are engaged at work, well below the global average. Gallup’s latest research also found that disengagement is costing businesses through lower productivity, weaker retention and higher stress levels.

A good survey gives employees a chance to say what’s really going on. Are workloads sustainable? Do managers communicate clearly? Do people feel recognised? Without honest feedback, leaders are often guessing.

But here’s the crucial bit: the survey itself is not the solution.

Too many companies invest heavily in survey platforms, dashboards and reports, then fail at the most important stage — follow-up action. Employees quickly lose trust when they share feedback and nothing changes. In fact, repeated “survey with no action” cycles can damage engagement more than not surveying at all.

The organisations that get this right usually focus on three things:

1. Sharing results openly, even when the feedback is uncomfortable
2. Acting on a small number of meaningful priorities instead of trying to fix everything
3. Keeping employees updated on progress over time

People don’t expect perfection. They do expect to be heard.

Even small actions can make a difference. If a survey highlights poor communication, managers can introduce regular team updates. If people feel overworked, leaders can review priorities and workloads. Visible action builds credibility.

Gallup’s research consistently shows that managers have a huge influence on engagement levels. Teams with supportive, communicative managers are far more likely to feel motivated and connected to their work.

Ultimately, colleague engagement surveys matter because they create an opportunity to listen. But listening without responding is just noise.

The real value comes afterwards — in the conversations, decisions and changes that show employees their voice genuinely matters.

PS - If you are keen for some individual wellbeing tips to complement this Working Well life, check our Being Yourself Series with Make Me A Plan's Performance Planner, Gemma Mullinger. You can read the latest edition here: THE POWER OF FUN - Make Me A Plan