How Can Employee Engagement Be Measured in Surveys
Tuesday, November 4, 2025
As we’re nearing the end of 2025, many organizations have struggled. 2025 was a year of uncertainty, radical policy changes, geopolitical risks, trade tensions, and an overall unease about the financial wellbeing of many companies and their employees.
Workers are feeling more pressure now than ever. They are concerned about their job security, AI and automation, an increase in RTO (return to office) mandates, health insurance coverage, and a growing skills gap in many professions, among other issues. Burnout and disengagement are on the rise.
The rule book was thrown out, and, regardless of where you land on this very divided aisle, it’s important to stop, take pause, and check in with your employees. They need to be heard.
How do surveys measure engagement?
There are many ways to check in with your staff, and an engagement survey continues to be the most powerful tool in your HR and Senior Leaders’ toolbox.
Surveys give employees a voice:
Being heard and giving a space to provide candid, anonymous feedback is powerful and meaningful. The engagement survey is an unfiltered way for HR and organization leaders to get information about what’s going on within the organization. This, then, is a win-win situation. Leaders can get a birds-eye-view of what employees are feeling and thinking, and when employees are asked about their opinions and ideas, they feel valued.Surveys ask driver-based questions:
Driver based questions address perceptions about leadership, company culture, opportunities, and alignment. These questions can help drill down and give HR and organizational leaders key information about drivers of motivation and drivers of disengagement (which vary from organization to organization, even department to department).Surveys give a holistic view of the company culture:
The annual engagement survey is the best tool to gather feedback and get a whole-picture view of the organization to better understand how staff experiences the workplace.What are the benefits of conducting an engagement survey?
Surveys are a tool to change behavior:
Psychologists report that just by asking questions, you’re not only getting feedback but also influencing behavior. This is called the question-behavior effect (QBE). Questions prompt reflection. They often confront someone’s values head-on. They’re that famous “planted seed.” So, when an organization conducts an employee engagement survey, it’s already moving employees toward a more positive, proactive space.Surveys are predictors of employee behavior:
Surveys can ask, point-blank, about employees’ intention to stay and how long. Even when there’s low participation, you can use this information to predict higher chances of turnover unless meaningful actions are implemented.Engagement questionnaires hold leadership accountable:
Surveys can provide structured feedback on manager behaviors and their effect on teams. They create a blueprint for action.We’re nearing the end of 2025, and we’re not going to lie. It’s been a hard year. That said, by conducting an employee survey, you can take the first steps toward improving your company culture and the experience of your employees by doing something incredibly powerful – giving them a voice. There are many more ways to measure employee engagement (we’ll discuss in a future blog), but for now, begin with an engagement survey.
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