WRITTEN BY: Tim Windsor & Amanda Macdougall
These surveys aren’t optional feel-good activities focussed on the fluffy stuff; they’re the oxygen that keeps your company breathing in a world that doesn’t stop moving – they are mirrors. They reflect your strengths, expose your blind spots, and, most importantly, give you the map to fix what’s broken. But—and here’s the kicker—surveys only work if you’ve got the guts to act on them. Otherwise, you’re just playing pretend, and your employees know it.
These surveys do more than highlight problems. They build trust, foster engagement, and create workplaces where top talent doesn’t just show up—they thrive. Ignoring them, however, screams, “We don’t care,” louder than any memo ever could.
It Pays Off to Give Your Employees a Voice
Your employees aren’t cogs in a machine; they’re your competitive advantage. Regular health surveys show their voices matter and if their feedback drives change.
Here’s what’s in it for them:
Real Engagement: Gallup found that engaged employees are 17% more productive and 21% more profitable. Want to ignore that? Fine. Your competitors won’t. Reduced Burnout: Addressing pain points lowers stress and boosts innovation. Burned-out employees don’t stick around. Growth Opportunities: Employees want clear pathways to grow. Surveys can spotlight gaps and help leaders provide targeted development—or you can watch your top talent leave for someone who will. A Toxic-Free Environment: Dysfunction kills morale and productivity. Surveys root out toxicity to build a workplace where collaboration and creativity can happen.
Why Leaders Can’t Afford to Ignore This
Leaders, here’s your wake-up call: Surveys aren’t just about making employees feel warm and fuzzy. They’re your cheat code for strategic clarity and long-term success because they:
Cut Through the Noise: Surveys provide a data-backed view of what’s working and what’s not. This isn’t guesswork; it’s precision leadership. Prevent Crises Before They Explode: Proactive leaders use surveys to identify and tackle risks before they snowball. Reactive leaders, on the other hand, usually explain massive failures to the board. Boost Performance: Companies with high organizational health scores consistently outperform their peers. Don’t believe it? Check McKinsey’s Organizational Health Index. The numbers don’t lie. Retain Your Best People: Turnover is expensive—financially and culturally. Surveys help you understand what keeps your top talent loyal.
The Psychology of Listening
Psychologists will tell you that the simple act of listening has transformative power. Employees who feel heard are more engaged, innovative, and loyal. Listening isn’t passive; it’s active. It’s about gathering insights and taking visible action—strengthening trust and creating psychological safety. Surveys aren’t just data collection tools; they’re trust-building mechanisms.
How to Make Surveys Work (and Not Backfire)
Do you want to do surveys? Here’s the playbook:
- Make It Routine: Conducting regular surveys. Consistency creates a culture of continuous improvement.
- Customize, Don’t Copy: Your organization is unique. Tailor your surveys to reflect your culture, challenges, and goals. One-size-fits-all assessments are lazy and ineffective.
- Act on Feedback: Nothing destroys trust faster than ignored feedback. If you’re not prepared to act, don’t bother asking.
- Involve Employees: Show them that surveys are more than just data dumps. Please include them in follow-up discussions and action planning.
- Commit to Transparency: Leaders must openly share results and explain how to address key issues. Anything less is a failure of leadership.
Bottom Line: Listen, Evolve or Be Left Behind
Organizational Health Assessment Surveys aren’t just a “nice-to-have”—they distinguish between thriving and surviving. They’re about creating a company where employees want to stay, leaders know where to steer, and success isn’t just a fluke—it’s a habit.
So here’s the challenge: Stop flying blind. Start listening. Act on what you hear. Your people deserve it, your organization needs it, and your bottom line demands it.
