From Insight to Action: How to Get Honest, Impactful Feedback from Employee Surveys

Let’s face it: workplace surveys have a bit of a reputation problem. You know the drill - the HR department sends out a company survey, and half the respondents roll their eyes, answer “neutral” to every question, and hit submit just to make the reminders stop. The result? Lukewarm survey results that leave you guessing and leaders wondering what went wrong.

But it doesn’t have to be that way.

Done right, employee engagement surveys are a goldmine of insight. They can improve morale, reduce turnover, and shape a company culture people actually want to be part of. The trick? Getting honest feedback and measuring employee engagement - and lots of it.

Here’s how to do just that (with a little help from a platform like FaceUp).

1. Trust Comes First - Or the Truth Won’t Follow

Imagine filling out a survey where the demographic questions basically out you to your manager. Yeah, no thanks. That’s why anonymity isn’t a nice-to-have - it’s everything.

To boost your response rate and get honest answers:

• Guarantee anonymity. Use platforms designed for anonymous surveys, like FaceUp, that separate identifying information from survey responses.
• Explain the methodology. Be clear about how data collection works, who will see the results, and how they’ll be used.
• Watch the tone of your survey questions. If they read like a trap, respondents will treat them like one. Use open-ended questions and constructive feedback prompts to create a safer space.
   

And remember, if trust is the soil, then honest feedback is the crop. No trust? No truth.

2. Design Smarter Surveys (Because Nobody Wants to Take a Quiz from 2007)

There are few things worse than a 50-question corporate questionnaire that feels like a personality test. Want better survey results? Respect your employees' time.

• Keep it short and sweet. A 5-minute experience gets better participation than a 20-minute slog. Focus your survey design around what really matters.
• Use multiple choice for benchmarks, and mix in open-ended questions for depth.
• Ask about real issues. Leadership style, workload, recognition - not just whether the snacks in the break room are good.
   

FaceUp lets you customize everything from survey questions to layout, so you can get the insights you need without boring your people to death.

3. Communicate Like It’s Your Job (Because It Is)

The survey process doesn’t begin when someone clicks a link - it starts when you build the buzz. If people believe their survey feedback disappears into a black hole, your response rate will be about as impressive as your office ping pong tournament turnout.

• Promote with personality. Use internal champions. Share why the survey matters in plain language.
• Set expectations. Tell employees what to expect, when to expect survey results, and how the company will act on the data.
• Deliver early wins. Acknowledge feedback quickly. Even a simple “we heard you” email goes a long way.
   

FaceUp offers real-time dashboards, so you can spot patterns early and keep respondents in the loop.

4. From Feedback to Follow-Up (AKA Walking the Talk)

Harvard Business Review once said, "If you're not going to act on survey results, don't bother doing them." Okay, maybe they said it more academically, but the point stands.

• Aggregate the survey data carefully. Don’t just look at averages - segment by department, tenure, and other relevant factors.
• Get employees involved. Ask for volunteers to brainstorm solutions or give context to survey responses.
• Benchmark your progress. Use annual survey results to measure trends in employee experience and company culture.
   

FaceUp even allows for two-way anonymous follow-up - so employees can elaborate on their feedback and leaders can ask clarifying questions.

Real Talk: A Case Study from the Field

Mutual of Omaha, a prominent U.S. insurance and financial services company, recognized the critical role of employee engagement in delivering on their promises to customers. In 2020, they identified a need to improve organizational clarity, particularly concerning the company's future plans.

To address this, Mutual of Omaha conducted comprehensive employee engagement surveys. These surveys aimed to pinpoint areas of focus and opportunities for improvement. The results were encouraging: favorability scores increased across all employee levels, with the Senior Vice President group experiencing a significant 22% rise over the previous year.

Beyond surveys, the company took actionable steps to enhance the employee experience. They revamped their virtual onboarding process and integrated diversity and inclusion initiatives to align with their supportive culture. Additionally, in response to the evolving work environment post-pandemic, Mutual of Omaha utilized pulse surveys to gather employee preferences, leading to effective hybrid work arrangements that catered to employees' needs.

This case underscores the power of actively listening to employee feedback and implementing meaningful changes. By doing so, Mutual of Omaha not only improved engagement scores but also strengthened their organizational culture and adaptability. 

Time to Rethink Your Survey Strategy

Conducting employee satisfaction surveys isn’t just a task -  it’s a tool for decision-making, cultural clarity, and long-term retention. But only if you do it right.

Before you even ask how much do employee engagement surveys cost, consider the value of doing them well: improved morale, better retention, and data you can actually act on.

By improving your survey design, building trust, communicating purposefully, and following through on feedback, you transform workplace surveys from a dreaded chore into a strategic superpower.

So next time you're thinking about how to conduct employee surveys, start with one question:

Do your people trust you enough to tell the truth?

With a platform like FaceUp, you can make the answer a resounding yes.

Bonus Tips for HR Pros:

• Skip the overly personal demographic questions if you want a high response rate.
• Use survey data as a starting point, not the final word.
• Don't ignore negative feedback - it's often where the real opportunity lies.
• Celebrate improvements visibly; it builds survey credibility for next time.
  
  

Need a survey template, metrics checklist, or best-practices guide for your HR department? Download our free toolkit or check out what FaceUp can offer.

Because if you’re going to do a survey, you might as well make it matter.