Why Engagement Surveys Don't Work

Do you run employee engagement surveys at your company?

Despite being around for over 30 years, engagement surveys haven’t actually improved employee engagement.

In fact, many believe engagement has declined since their introduction.

What’s going on?

In a recent conversation with a CEO, I shared an insight that might shed some light.

Most engagement surveys ask passive questions like:

• "How clear is your company’s strategy?"
• "Do you have enough time to complete your tasks?"

These questions, while well-intentioned, often lead team members to point fingers elsewhere:

• "Management hasn’t made the strategy clear."
• "I’m overloaded because other departments are inefficient."

This creates a culture where problems are acknowledged but not actively addressed by those experiencing them daily.

So how can you flip the script and get people to take individual responsibility?

I recommend asking active questions instead:

• "Are you doing your best to understand and clarify the company’s strategy?"
• "Are you managing your time effectively to complete your tasks?"
  

Active questions prompt team members to reflect on their own actions.

This fosters a sense of ownership and proactive problem-solving.

Many CEOs feel like they need to fix every issue themselves.

After all, we’re often seen as the "chief problem solvers."

This is a big misconception.

You don’t have to come up with all the answers.

By empowering your team to take ownership, you not only lighten your load but also cultivate a culture where everyone contributes to solutions.

Shifting from passive to active engagement starts with the questions we ask.

Next time you’re preparing an engagement survey or leading a meeting, frame your questions actively.

Watch how this small change can transform your team’s mindset.

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Originally published Nov 19, 2024, last updated Jul 19, 2026.