Top 3 Trends from Employee Engagement Surveys—and How HR Can Address Them

As an HR professional, you’re probably familiar with the recurring themes that surface in employee engagement surveys.

Across industries, the feedback tends to highlight similar concerns.

Here, we’ll explore the top three trends from these surveys and provide practical solutions you can implement to drive positive change in your organisation.

 

#1. Leadership and Management Effectiveness

 

A lack of strong leadership consistently ranks as one of the top concerns for employees.

Many cite poor leadership as a key factor in disengagement, often linked to ineffective communication, inconsistent decision-making, and unclear expectations.

Solution

Ensure your leadership development programmes focus on improving communication and decision-making. Equip managers with tools for leading with clarity, such as training on effective delegation rather than just managing their inboxes.

A Quick Win:

Encourage leaders to adopt the mindset:

“Slow is smooth, and smooth is fast.”

A momentary pause to ask, “Where could there be confusion in my message?” before delegating tasks—especially via email—can significantly reduce misunderstandings and frustration.

 

#2. Lack of Clear Direction

 

Employees often express frustration when they don’t understand the company’s goals or how their work contributes to them.

This lack of alignment frequently leads to lower motivation and engagement.

Solution:

While town halls and departmental meetings where leadership shares the company’s vision and progress are common go-to solutions, they often fall short.

A more effective approach is to encourage leaders at all levels to regularly discuss how their team’s work—and the individual contributions within it—support the organisation’s broader vision and goals.

Consistent, meaningful dialogue about this alignment can make a significant difference.

 

#3. Ineffective Feedback and Recognition

 

Many employees feel that their efforts go unnoticed or that feedback is inconsistent and unclear.

In fact, a recent Gallup survey found that only 27% of employees believe the feedback they receive helps them improve performance.

This lack of effective feedback and recognition not only erodes morale but also impacts performance, leaving employees unsure of how to improve.

Solution:

Create a structured feedback system that combines both formal and informal recognition.

In addition, ensure leaders understand the distinction between recognition and appreciation.

Research shows that when employees feel recognised, their productivity increases by 23%. But when they feel appreciated, productivity rises by a staggering 43%.

 

What’s Next?

 

If you need support implementing these solutions or improving your leadership training, click here to book a free discovery call.