{"id":3862,"date":"2025-07-08T15:57:03","date_gmt":"2025-07-08T15:57:03","guid":{"rendered":"https:\/\/aomtodayprod.wpenginepowered.com\/?p=3862"},"modified":"2025-07-08T15:57:03","modified_gmt":"2025-07-08T15:57:03","slug":"if-you-do-employee-surveys-listen-to-respondents","status":"publish","type":"post","link":"https:\/\/www.aom.org\/today\/if-you-do-employee-surveys-listen-to-respondents\/","title":{"rendered":"If You Do Employee Surveys, Listen to Respondents"},"content":{"rendered":"

By Daniel Butcher<\/a><\/p>\n

Conducting regular employee surveys is a best practice that leads to better engagement, morale, retention, and productivity. But it isn\u2019t enough to simply collect responses, according to Academy of Management Scholar Quinetta Roberson<\/a> of Michigan State University. It\u2019s important for leaders to actually listen to respondents\u2019 thoughts and feelings and take action to correct problems.<\/p>\n

Roberson said that she was working with a large organization as a diversity consultant to develop a strategic plan and objectives. A key step was to collect feedback from its employees, some of whom were ringing alarm bells.<\/p>\n

\u201cIn their employee survey, they had people who were talking about interpersonal incidents with their coworkers, and they felt bullied and harassed,\u201d Roberson said. \u201cParticularly members of certain groups didn\u2019t feel a sense of belonging and would project that they only had a year left in the organization.<\/p>\n

\u201cAnd so I said, \u2018That is really bad; we\u2019ve got to address this \u2026 let\u2019s talk about how to address this problem that people say they felt bullied and harassed,\u2019\u201d she said. \u201cI didn\u2019t say this as my own personal opinion; I was literally looking at the responses to their employee survey.<\/p>\n

\u201cAnd they said, \u2018We don\u2019t want to say that because it might make other people feel like they are harassed or bullied, and so their whole communication approach was to say, \u2018We\u2019ve got some good stuff going on, but we don\u2019t want to talk about the bad stuff.\u201d<\/p>\n

While focusing on the positive is an understandable impulse, by not prioritizing the negatives, leaders and managers miss opportunities to make improvements that boost employee engagement, morale, retention, and productivity.<\/p>\n

\u201cIt isn\u2019t easy work to do, but if you put in the time and the investment, it also isn\u2019t rocket science, so people have to be willing to do the work and get into the stickiness of it,\u201d Roberson said.<\/p>\n

\u201cThat\u2019s the kind of conversations that I have, because if they\u2019re not willing to do that hard work of thinking about \u2018What do we do to fix our problems? What should our goals be? How do we want to be better? How could we be better? And how could we measure that?\u2019 then I\u2019m not the person to work with them, because that\u2019s where I do my work at that strategic level,\u201d she said.<\/p>\n

\u201cAnd that\u2019s just a personal thing from my research and my background where I say, \u2018If we don\u2019t have those conversations about formulating strategy, developing dashboards, and creating processes to drive change, then we\u2019re not going to get anywhere; we\u2019re just putting a band-aid on stuff.\u2019\u201d<\/p>\n","protected":false},"excerpt":{"rendered":"

By Daniel Butcher Conducting regular employee surveys is a best practice that leads to better engagement, morale, retention, and productivity. But it isn\u2019t enough to simply collect responses, according to Academy of Management Scholar Quinetta Roberson of Michigan State University. It\u2019s important for leaders to actually listen to respondents\u2019 thoughts and feelings and take action […]<\/p>\n","protected":false},"author":4,"featured_media":4497,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[26,60,74,19],"tags":[],"sp_smart_badges":[],"ppma_author":[70],"class_list":["post-3862","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-corporate-social-responsibility","category-diversity","category-hr","category-leadership"],"acf":[],"yoast_head":"\nIf You Do Employee Surveys, Listen to Respondents - Academy of Management Today<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.aom.org\/today\/if-you-do-employee-surveys-listen-to-respondents\/\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Daniel Butcher\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"2 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/www.aom.org\\\/today\\\/if-you-do-employee-surveys-listen-to-respondents\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.aom.org\\\/today\\\/if-you-do-employee-surveys-listen-to-respondents\\\/\"},\"author\":{\"name\":\"Daniel Butcher\",\"@id\":\"https:\\\/\\\/www.aom.org\\\/today\\\/#\\\/schema\\\/person\\\/d1297a59039d9ca7bac9d9f0952e508c\"},\"headline\":\"If You Do Employee Surveys, Listen to Respondents\",\"datePublished\":\"2025-07-08T15:57:03+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/www.aom.org\\\/today\\\/if-you-do-employee-surveys-listen-to-respondents\\\/\"},\"wordCount\":460,\"commentCount\":0,\"image\":{\"@id\":\"https:\\\/\\\/www.aom.org\\\/today\\\/if-you-do-employee-surveys-listen-to-respondents\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/www.aom.org\\\/today\\\/wp-content\\\/uploads\\\/2025\\\/04\\\/survey_High-Angle-View-Of-A-Woman-Giving-Online-Survey-On-Laptop-At-Home_shutterstock_561896440-scaled.jpg\",\"articleSection\":[\"CORPORATE SOCIAL RESPONSIBILITY\",\"DIVERSITY\",\"HR\",\"LEADERSHIP\"],\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\\\/\\\/www.aom.org\\\/today\\\/if-you-do-employee-surveys-listen-to-respondents\\\/#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/www.aom.org\\\/today\\\/if-you-do-employee-surveys-listen-to-respondents\\\/\",\"url\":\"https:\\\/\\\/www.aom.org\\\/today\\\/if-you-do-employee-surveys-listen-to-respondents\\\/\",\"name\":\"If You Do Employee Surveys, Listen to Respondents - 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But it isn\u2019t enough to simply collect responses, according to Academy of Management Scholar Quinetta Roberson of Michigan State University. 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