APA Center for Organizational Excellence: Abstract Detail: Employee engagement surveys: Why do workers distrust them?

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Employee engagement surveys: Why do workers distrust them?

Available Online https://www.shrm.org/resourcesandtools/hr-topic...
Publication Date January 5, 2018
Author Dana Wilkie
Source Society for Human Resource Management
Source Type Website

This article focuses on why employees may not complete engagement surveys and what organizations can do to address possible issues. According to the article, one reason is that employees may not feel like their responses are anonymous due to the detailed information they must provide. The article states that to reduce this potential issue the organization should emphasize that responses are confidential, that information will not be used to target specific employees, or have a third-party administer distribute the survey and analyze the results. The article also states that employees may be more willing to complete engagement surveys if their leaders are open to communicate issues throughout the year and not only rely on yearly engagement surveys. The article concludes that employers can address discontent by not responding with denial or defensiveness, but by being open to hearing concerns and being willing to change if necessary.

Keywords Employee engagement, employee engagement surveys

Wilkie, D. (2018, January 5). Employee engagement surveys: Why do workers distrust them? [Online]. Retrieved January 12, 2018 from http://www.shrm.org.

"As a result of our focus on creating a good working environment, ARUP has enjoyed high morale and productivity, low turnover and absenteeism, enhanced recruitment and retention, and positive customer relations."

Carl R. Kjeldsberg, M.D.
CEO and Chairmain of the Board
ARUP Laboratories, Past Winner, Utah