How to Create an Employee Engagement Survey That Drives Real Results: 7 Practical Steps

Creating an effective employee engagement survey isn’t just about asking questions - it’s about unlocking actionable insights that elevate your company culture, improve employee satisfaction, and enhance retention. Whether you're an HR professional or team leader, understanding how to create employee surveys that generate honest and helpful employee feedback is crucial.

In this guide, we’ll walk you through the survey process, from survey design to acting on survey results - with best practices, examples, and tools to help you succeed.

Why Employee Engagement Surveys Matter

A well-executed employee engagement survey is one of the most powerful tools for understanding your employee experience. It helps measure employee engagement, identify challenges in the work environment, and evaluate employee sentiment across departments and demographics.

When designed correctly, these surveys can:

• Boost employee retention
• Promote continuous improvement
• Reveal strengths and weaknesses in workplace culture
• Uncover gaps in development opportunities, job satisfaction, and work-life balance
• Provide clarity on employee engagement levels and employee performance

By analyzing survey data, companies can create an action plan to effect positive change and foster a great work environment.

The Power of Listening: Companies That Got Employee Engagement Right

Implementing employee engagement surveys has proven instrumental in enhancing workplace environments across various organizations. Companies can foster a more positive and productive workplace culture by systematically collecting and acting upon employee feedback. Here are some specific examples illustrating the tangible benefits of such surveys:​

University of Kansas Health System

The University of Kansas Health System utilized employee engagement surveys to identify factors contributing to staff burnout and turnover. By analyzing the survey data, they implemented targeted interventions, reducing burnout rates and improving employee retention. This case underscores the importance of using survey results to inform strategies that enhance the work environment and overall employee well-being. ​

Grant Thornton

Grant Thornton, a global accounting firm, leveraged employee engagement surveys to assess and improve their company culture. The insights gained led to enhanced performance conversations, continuous feedback mechanisms, and comprehensive training programs. These initiatives collectively boosted employee engagement levels, resulting in improved retention and a stronger employer brand. ​

Medibank's Four-Day Work Week Trial

Medibank, an Australian private health insurer, conducted employee surveys to explore flexible work arrangements. Based on survey responses, they initiated a four-day work week trial, which led to significant improvements in employee satisfaction, health, and well-being, while maintaining business performance. This example highlights how acting on employee feedback can drive innovative work practices that benefit both staff and the organization. 

Laing O'Rourke's Training Revamp

Laing O'Rourke, a leading construction company, used employee engagement surveys to identify shortcomings in their staff training programs. In response, they adopted "bite-sized" learning modules inspired by platforms like Instagram and TikTok, resulting in improved knowledge retention and employee performance. This case demonstrates the value of employee feedback in reshaping training strategies to suit workforce needs better. 

Step-by-Step Guide to Creating an Employee Engagement Survey

1. Define Your Objectives

Start by identifying what you want to learn. Is it general employee satisfaction, or are you focusing on a recent change or initiative? Clear goals will shape your survey design, question types, and metrics you plan to track.

Pro tip: Align your goals with key KPIs and business outcomes to ensure your findings lead to better decision-making.

2. Choose the Right Survey Tools

The functionality of your survey tools matters. Look for platforms that offer:

• Customizable survey templates
• Anonymous response collection for honest feedback
• Real-time dashboards and automated analytics
• Integration with your HR systems

3. Crafting Effective Employee Engagement Survey Questions

Designing substantial engagement questions is critical. Mix Likert scale questions for measurable data and open-ended questions for more profound insight.

Examples of practical questions:

• On a scale of 1–10, how likely are you to recommend this company as a great place to work?
• Do you feel your team members and leadership value your opinions?
• What changes would improve your work environment?

Explore more examples in our guide on how to collect employee feedback.

Tip: Use language that is neutral, clear, and easy to understand. Avoid jargon or leading statements.

4. Optimize for Survey Participation and Honest Responses

High response rates are critical. To encourage survey participation, try:

• Keeping surveys short and focused (10–15 minutes max)
• Sending reminders and check-ins during the collection period
• Explaining how survey results will be used
• Ensuring anonymity for honest feedback
  
   

Creative tactics like using creative names for employee engagement surveys or branding your survey campaign can increase participation. Need inspiration? Try names like PulseCheck, The Vibe Report, or Your Voice Matters.

5. Analyze Survey Results and Benchmark Performance

Once you've gathered your survey responses, it's time to dig into the data:

• Segment responses by demographics, departments, or job levels
• Compare results against previous surveys or industry benchmarks (e.g., Gallup standards)
• Identify trends in employee satisfaction, engagement strategy, and development opportunities
  
   

Look for patterns that reveal what’s working - and what’s not.

7. Turn Insights Into Action

Data without action is meaningless. Use the results to develop a tailored action plan. Involve stakeholders, communicate findings transparently, and show employees that their feedback leads to change.

Include:

• Clear goals and timelines
• Accountability assignments
• Scheduled follow-ups via team meetings or pulse surveys
  
  
  
  Employees who see tangible results from their collected feedback are more likely to become engaged employees and long-term advocates.

Metrics to Track Success

To evaluate your survey's effectiveness, monitor:

• Participation rates
• Engagement metrics
• Net promoter score (NPS)
• Shifts in employee satisfaction survey scores
• Qualitative themes from open-ended questions
  
  Regular tracking ensures your engagement strategy evolves with your organization.

Final Thoughts

Knowing how to create an employee engagement survey is more than a box-checking exercise - it's a strategic opportunity to listen to your people, spark positive change, and shape a thriving company culture. Gathering meaningful employee feedback can uncover hidden challenges, strengthen team dynamics, and improve employee satisfaction, retention, and overall performance.

But success doesn’t come from just asking questions - it comes from asking the right questions, analyzing responses with clarity, and acting with purpose.

That’s where FaceUp steps in.

With FaceUp, you can create employee engagement surveys tailored to your organization’s unique needs. The platform enables you to launch multiple customized surveys - from deep-dive engagement surveys to quick pulse surveys - while keeping everything anonymous, simple, and results-driven. Powerful analytics and real-time insights help you turn survey data into action faster, and empower your team to make informed, employee-centered decisions.

Ready to go beyond the checkbox?