In every organisation, there's a simple truth: how people feel at work shapes everything. Their energy, loyalty, creativity — all rise or fall based on daily experiences. Yet too often, leaders rely on gut feelings or outdated assumptions instead of truly listening. That's where an Employee Experience (EX) Survey comes in.

EX surveys offer a structured, intentional way to hear the real story of work — from the people living it. And done right, they become a powerful lever for trust, innovation, and sustainable performance.

What Is an Employee Experience (EX) Survey?

EX surveys are more than "how happy are you?" polls. They are strategic tools that capture employees' experience across their entire journey with your organisation — from onboarding to exit, and every moment in between.

Unlike traditional engagement surveys, which often focus on commitment and satisfaction, EX surveys dive deeper. They explore critical elements of the employee experience like role clarity, inclusion, growth opportunities, leadership trust, and wellbeing. Learn how EX surveys differ from traditional engagement surveys and why it matters for culture.

In short: an EX survey isn't just about measuring sentiment. It's about understanding the lived reality of your culture and systems — and using that insight to evolve.

Why Employee Experience Surveys Matter More Than Ever

1. Listening Is Leading

Organisations that listen well lead well. Gallup research shows that companies that actively seek and act on feedback outperform their peers in productivity, retention, and profitability.

An EX survey signals to employees: "Your voice matters. Your experience matters."

2. Surface What Matters Most

In complex workplaces, it's easy for leaders to miss what's really driving (or draining) energy. A well-designed EX survey highlights patterns — the good, the bad, and the fixable — so you can act on what matters most. Watch for these early warning signs that your organisation needs an EX survey.

3. Build a Feedback Culture

When surveys are part of a genuine, ongoing listening strategy, they reinforce psychological safety and trust. People learn that speaking up leads to action — not retaliation or indifference.

4. Support the VALUE Method™

At Feedback Works, we use the VALUE Method™ to guide transformational change:

• Vision: Clarify your purpose for listening.

• Architecture: Design the right structures for feedback.

• Listening: Gather data with empathy.

• Understanding: Make sense of what you hear.

• Evolution: Act and adapt based on real insights.

An EX survey touches every part of this cycle, helping organisations move from static measurement to dynamic evolution.

Example: Listening Beyond Scores

One organisation, after running a bi-annual engagement survey, noticed "communication" was a consistently low-scoring area. Their following survey was an EX survey in which they explored how communication was experienced and what might be responsible for this.

They discovered the real issue wasn't volume of information — it was inconsistent manager messaging during change initiatives. With that clarity, they launched targeted manager support programs. Trust in management and confidence in leadership rose significantly within six months.

Final Thought: Listening Is Only the Beginning

An EX survey is a start, not a finish line. It's a bridge to better conversations, better cultures, and better futures.

If you're asking for feedback, be ready to hear it fully — and to act with courage and care.