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Does following up on your engagement survey results actually make a difference? Yes, and here is the data to show it. Drawing on two consecutive years of team-level data from 20 organizations across 8 industries, we can say it clearly: teams that create an action plan improve. Teams that don't tend to decline.
In this article, we explore why engagement action plans matter, how they create measurable impact, and what the data shows when organisations follow up consistently and transparently. The goal is simple: to show how structured action plans turn feedback into real change.
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What the Numbers Tell us
We tracked engagement scores across hundreds of teams, year over year. Then we split them into two groups: those that created an action plan, and those that didn't. The result is clear.
About This StudyThis analysis is based on:
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We compared year-on-year changes in Satisfaction & Motivation between teams that created action plans and those that didn't. The pattern was consistent: teams that acted improved. Teams that didn't, often declined. This is part of Ennova's ongoing cross-client research — turning real data into practical guidance for HR leaders.
Teams that committed to action saw their engagement improve.
Teams that didn’t typically declined.
Some highlights from the data:
- Teams that did create action plans were likely to see an increase in engagement the following year. For example, teams scoring 10 index points below average on Satisfaction & Motivation experienced a +1.4 index point increase if they created an action plan
- Teams that didn’t create action plans were less likely to improve, and in many cases saw no progress or even a slight decline the following year.
- The strongest effect was seen in teams creating action plans for the first time, showing how powerful that initial commitment can be.
Data source: Ennova cross-client study – 20 organizations, 8 industries, 2 years.
Impact of Action Plans on Engagement
Data from Ennova’s cross-client study – 20 organizations, 8 industries, 2 years
Why it Works: Clarity, Commitment, and Follow-up
An action plan isn't just a list of tasks. It's about direction, involvement, and keeping momentum.
From our experience and data, the teams that make progress are the ones that:
- Discuss results openly (without pointing fingers)
- Choose a clear focus rather than trying to fix everything at once
- Agree on action and follow through visibly
This kind of structure helps teams do more than respond but it also helps them grow.
The Teams That Need it Most Benefit the Most
The most striking insights from the study is this:
Teams with low engagement scores gained the most from working with their results.
This tells us something important.
Low scores aren’t a failure. They are feedback.
And when leaders take that feedback seriously and act on it, improvement isn’t just possible, but actually likely.
From Low Scores to Leadership Success
The data shows what’s possible. The harder question is how to get managers there. This guide gives HR leaders a practical framework for supporting managers with low scores: from reading results to running a follow-up that actually sticks.
Insight Alone doesn’t Drive Progress
Listening to your employees is essential. But listening without action doesn’t build engagement.
When organizations create space for dialogue and commit to change, they build a foundation for real improvement, team by team. This data confirms what we’ve seen in practice for years: Action matters.
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Ready to Turn Insights Into Progress?
Teams scoring 10 points below average improved by +1.4 points the following year. Just from creating an action plan. See how the People Impact Platform helps your managers do the same.
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