Gauging Employee Engagement

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Last Updated on June 11, 2026 / Communications, Employee Relations

Question:

What is an Employee Engagement Survey and why would I need one?

Answer:

An employee engagement survey measures critical aspects of your workforce experience: how passionate employees are about their work, how proud they are to work for your organization, whether they believe in your mission, and if they feel their work is valued and their talents are being utilized. Engaged employees—those who are absorbed by and enthusiastic about their work—are demonstrably more productive and creative on the job.

The Current State of Employee Engagement

Recent data from Gallup reveals a concerning trend: global employee engagement fell to just 20% in 2025, marking a five-year low. In the United States, the picture remains challenging, with engagement levels continuing to face downward pressure as employee wellbeing experiences unprecedented strain.
The workforce breaks down into three distinct categories:
  • Engaged employees (approximately 20% globally): Absorbed by and enthusiastic about their work, these employees drive productivity, innovation, and organizational success.
  • Disengaged employees (the majority): These employees show up and go through the motions, contributing minimally while “flying under the radar.”
  • Actively disengaged employees (a significant and costly segment): These individuals actively undermine performance through their dissatisfaction, decreasing productivity for themselves and those around them.

The Business Case: Why Engagement and Measurement Matters

The economic impact of disengagement is staggering. Forbes estimates that low employee engagement costs the global economy approximately $8.8 trillion in lost productivity annually. Actively disengaged employees don’t just underperform—they actively “act out” their dissatisfaction with destructive results, creating a ripple effect that can damage team morale and drive away high performers.
You can’t solve a problem you don’t know about, and ignoring disengagement is costly. Whether you’re trying to improve engagement or eliminate disengagement, understanding where your organization stands is the critical first step.

So whether you’re trying to improve engagement, or eliminate disengagement, it’s important to know where your organization stands, because you can’t solve a problem you don’t know about and ignoring disengagement is costly.

What Makes Engagement Surveys Different

Employee engagement surveys differ fundamentally from standard satisfaction surveys because engagement measures much more than happiness or contentment. These surveys assess the emotional commitment employees have to your organization and their willingness to invest discretionary effort. Typical engagement survey questions ask employees to rate their agreement with statements such as:
  • I would recommend this company to a friend
  • My talents are well utilized
  • I believe in the mission of the organization
  • My work is recognized and valued
  • I have a sense of my career path

Turning Data Into Action

The true value of engagement surveys lies in sophisticated reporting and analysis. Managers need to identify not just that engagement issues exist, but precisely where they are occurring within the organization. Modern employee engagement survey platforms allow leaders to drill down into data by department, location, team, or demographic group, revealing whether challenges are pervasive across the organization or localized to specific areas. This then allows you to:
  • Address systemic issues affecting the entire organization
  • Resolve team-specific challenges before they spread
  • Identify and replicate what’s working in high-engagement pockets
  • Create accountability by assigning ownership of improvement initiatives to specific leaders
Measuring employee engagement is only the beginning. At Clark Schaefer Strategic HR, we partner with organizations of all sizes and across industries to diagnose engagement challenges and chart the right course of action. Our experienced team can support you through:
  • Survey design and administration: We create customized employee surveys (including engagement surveys, pulse surveys, and satisfaction assessments) that gather meaningful, actionable feedback.
  • Third-party facilitation: As a neutral third party, we help ensure anonymity and confidentiality, leading to more honest responses and higher participation rates.
  • Data analysis and reporting: We don’t just collect data—we help you understand what it means and where to focus your efforts.
  • Action planning: We guide you in translating insights into concrete improvement strategies.
  • Follow-up and accountability: We help you communicate results to employees and track progress over time.
Whether through employee surveys, focus groups, or face-to-face interviews, our HR communications specialists serve as your trusted partner in understanding and improving your employee experience.

Now that the economy is improving and dissatisfied employees are more apt to change jobs, it may be a good time to measure your employee engagement. An actively disengaged employee can wreak havoc on your high performance employees – negatively impacting their satisfaction and in some cases causing your best employees to leave. Clark Schaefer Strategic HR has years of experience writing surveys for satisfaction, engagement and performance needs. Visit our Communications page to learn how we can assist you with various communication-based projects.

 

Author

  • Alisa Fedders

    Alisa Fedders is the Director of HR Services with Clark Schaefer Strategic HR. She is driven by a passion for people and a commitment to creating the best possible work environment for both the company and its employees. With degrees in HR and Psychology, Alisa seamlessly blends her academic background with over 25 years of practical HR experience in leadership roles within private companies and consulting. She is a strategic-minded and forward-thinking leader, always looking ahead to anticipate challenges and opportunities.