Employee engagement surveys have long been a tool for HR teams to assess worker sentiment and improve organizational productivity. However, a recent report from people analytics firm Visier suggests that the data gathered from these surveys may not always be reliable.
The research indicates that 47% of employees feel pressured to withhold honest feedback when completing HR surveys. Of those surveyed, 20% admit this pressure leads them to "occasionally" hold back the truth, while another 6% say they "never" provide honest feedback. This implies that one in four workers might be supplying inaccurate data that companies rely on for decision-making.
Employees cited several reasons for not being truthful in their responses. The primary concern, shared by 37%, is the belief that HR surveys are not truly anonymous. Another 27% believe their feedback will not lead to meaningful change. Other reasons include concerns about time consumption (11%), potential harm to the employer's reputation (11%), career impact (8%), and survey questions not allowing full expression of opinions (5%).
Job satisfaction was identified as the most challenging topic for employees to address honestly, with 36% finding it difficult to express their true feelings. According to Sarah Gonzales, senior content director at Visier, job satisfaction is crucial for employee engagement and productivity. She emphasized the importance of candid feedback for leaders to assess and improve managerial performance.
Gonzales noted, “Without candid feedback, leaders are flying blind when it comes to assessing and improving managerial performance.” She further stressed that transparency is essential for managers seeking insights into how their leadership affects team dynamics.
Visier's study also revealed what actions employees desire from employers over the next year. The top request was regular updates on actions taken based on survey feedback (37%). Improved communication about company changes and increased compensation tied at 26%, followed by enhanced resources for employee well-being and mental health at 24%.
