Employee Engagement: why surveys often fall flat, and how to turn results into real change

In many businesses, the festive period is a time of reflection. Many of us finish up the year with an appraisal or performance review - a chance for us to reflect on our achievements and set new targets for the year ahead. But how often do our teams get the same opportunity to share their own experiences, frustrations and ideas for making the workplace better?

That’s why many businesses launch an employee engagement survey in the run-up to Christmas or in the new year. It’s a brilliant opportunity to listen to your people, understand what’s working, and uncover what needs attention.

But here’s the problem: Once the results are in, many leadership teams don’t know what to do next. They review the charts, skim the comments, discuss the themes - and then… the momentum fades. No plan is created. No actions are owned. And the survey ends up gathering dust.

Not only is this a missed opportunity, it can actively damage engagement. Because nothing is more demotivating for colleagues than taking the time to give honest feedback only to see nothing happen. It sends a message – albeit unintentionally - that the organisation isn’t really listening.

At Ambition HR, we help business leaders break this cycle.

Employee surveys are valuable, but they’re only the first step. Surveys tell you what your people are feeling, but they don’t tell you how to fix the issues. That’s where things often get stuck.

Common challenges include:

• Not knowing how to interpret the results

• Struggling to prioritise multiple issues

• Disagreement within the leadership team about next steps

• No clear accountability

• Lack of time or confidence to plan meaningful change

Meanwhile, your people are waiting to see whether their feedback makes a difference. When nothing happens, employees quickly begin to think: “Why bother giving feedback again?”, “Does leadership really care?”, “Is anything going to change around here?” Engagement drops, cynicism grows and trust slowly erodes.

 To create real impact, you need more than a survey; you need a strategy. Ambition HR helps organisations transform survey insights into a clear, practical and achievable action plan.

 Here’s how we support leadership teams:

1. Making sense of the data

We help you interpret survey results, identify patterns and understand the root causes behind the feedback.

 2. Prioritising what matters most

Not every issue needs urgent attention. We guide you in choosing the actions that will deliver the biggest impact.

 3. Creating a realistic, structured plan

We turn insights into a clear, step-by-step action plan with timelines, owners and metrics. No vague promises; just practical, measurable action.

4. Building a “live document”

Your action plan shouldn’t be something you create once and forget. We help you build a dynamic, working document that your leadership team reviews throughout the year. This keeps momentum high, ensures everyone stays accountable, and helps you stay aligned with your people strategy.

5. Communicating progress with your people

Employees don’t expect perfection, but they do expect honesty and updates. We support you in communicating what you’ve heard, what you’re doing, and why it matters. This builds trust, boosts engagement and shows your people that their voice truly influences the organisation.

A survey without action is like diagnosing a problem and choosing not to treat it. But handled well, an engagement survey can be one of your most powerful leadership tools. It gives you a roadmap for improving culture, communication, performance and team wellbeing. And when employees see their feedback turning into tangible improvements? Engagement rises. Commitment strengthens. Your business benefits.

If you’re surveying your people - or thinking about it - now is the perfect time to plan for what comes next. As a fixed-term project, Ambition HR can work with your leadership team to design and deliver a survey that provides real insight, help to facilitate a strategic action plan and – crucially – support you in communicating your findings and intentions to your teams.

Because employee engagement shouldn’t be a once-a-year tick-box exercise. It’s an ongoing conversation and when managed well, it becomes a powerful driver of business performance.