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We often tell our customers that real change starts at team level, and that the true value of an engagement survey lies not in the results themselves, but in what you do with them afterward. But does working with your survey results actually make a difference?
Now, drawing on two consecutive years of team-level engagement data from 20 organizations across 8 industries, we can say with confidence:
Yes, creating an action plan leads to better engagement scores the following year.
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What the numbers tell us
We looked at how engagement scores changed between year one and year two for hundreds of teams. Then, we compared teams that created an action plan to those that didn’t.
The result?
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
Creating an action plan isn’t just a list of to-dos. It’s about setting direction, involving your team, 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
- Agree on action
- And follow through
This kind of structure helps teams not only to respond to survey results but also to grow.
Especially for low-scoring teams: Action makes the biggest difference
One of 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’re feedback.
And when leaders take that feedback seriously and act on it with their teams, improvement isn’t just possible. It’s likely.
From Low Scores to Leadership Success
Want to go deeper on enabling leaders with low scores? Get our guide on how to turn feedback into progress with practical steps for leaders.
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 create a foundation for real improvement, team by team. This data confirms what we’ve seen in practice for years:
Action matters.
Get in touch with usTurn Insights Into Progress Starting With Your Team
For instance, teams scoring 10 points below average in year 1 and who created an action plan before the following survey saw a +1.4 point increase in their engagement score. See how the People Impact Platform helps turn survey results into real improvement.
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