What Should You Do When a Leader Gets Low Engagement Scores?
Low employee engagement scores should be treated as a starting point for development, not as a verdict on the leader. HR should first help the leader understand the context behind the feedback, process the results and identify specific leadership behaviors to improve.
Coaching is often the best first step because it combines reflection with concrete action. If the results point to broader leadership blind spots, 360° feedback can add perspectives from employees, peers and managers and create a more targeted development plan.
Why Leaders Struggle After Low Engagement Survey Results
Receiving low employee engagement scores can feel personal for many leaders. Some become defensive, while others lose motivation or confidence. Without proper support, it becomes difficult to create meaningful change.
This is why leadership coaching and structured follow-up are essential after employee surveys.
A low score will most likely affect the leaders' motivation going forward.
To fix the low score, the leader should be very motivated to implement a change. To ensure this important motivation from the leader, you can focus on three different areas:
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Enlighten: Help Leaders Understand Employee Survey Results
Leaders first need to understand what the engagement results actually mean. Coaching conversations should focus on identifying patterns, employee concerns and potential leadership blind spots.
Want a broader view of those blind spots?
A 360° feedback survey adds perspectives from employees, peers and managers, helping the leader understand not only what needs attention, but how their leadership is experienced by the people around them. -
Encourage: Strengthen Leadership Motivation and Confidence
Low engagement scores can negatively affect motivation and self-confidence. Coaching helps leaders reconnect with their values, leadership style and long-term goals.
Not sure what to measure? Explore 20 questions for your 360 leadership feedback to identify the behaviors and competencies that matter most. -
Enable: Give Leaders the Skills to Improve Team Engagement
Leaders also need practical tools to improve communication, feedback and employee dialogue. Coaching can help managers build the skills required to create stronger engagement within their teams.
What Coaching Can Improve After Poor Engagement Results:
- Better communication between leaders and employees
- Higher employee engagement and trust
- Clearer leadership expectations
- Improved follow-up after employee surveys
Leadership coaching is one of the most effective ways to help managers respond constructively to employee feedback and engagement survey results. When leaders feel supported, they are more likely to improve communication, strengthen team engagement and create long-term organizational change.
Turn Feedback Into Targeted Leadership Development
Low engagement scores can reveal that something needs to change. 360° feedback can help clarify what.
By combining feedback from employees, peers and managers with individual coaching, leaders get a clearer picture of their strengths, blind spots and most important development priorities.
