At first glance, they might seem like the same thing. Both ask employees about their experiences. Both produce data leaders can use. So why does it matter whether you call it an "EX Survey" or an "Engagement Survey"?

Because words shape intentions — and intentions shape impact.

Understanding the real difference between an Employee Experience (EX) Survey and an Employee Engagement Survey could change not just how you listen, but what you do next.

What Is an Employee Engagement Survey?

An Employee Engagement Survey typically measures how emotionally connected employees are to their work and workplace. It often focuses on factors like:

• Job satisfaction

• Connection to organisational goals

• Willingness to recommend the organisation (eNPS)

• Intention to stay

Engagement surveys are often used to benchmark year-over-year trends or compare against industry norms. They tend to ask, "How committed are you to giving your best?"

What Is an Employee Experience (EX) Survey?

An EX Survey takes a broader, more human-centered view. Instead of just measuring energy output, it explores the entire journey employees take — from recruitment and onboarding to growth, recognition, wellbeing, and exit.

EX surveys focus on the conditions that shape engagement. They ask, "What is it like to work here? What helps or hinders you from thriving?"

Key topics often include:

• Psychological safety

• Fairness and inclusion

• Leadership trust

• Workload and wellbeing

• Career development

In short, engagement surveys measure outcomes. EX surveys explore causes. Read more about what an Employee Experience (EX) survey truly measures.

Why the Difference Matters

1. Diagnosis vs Symptoms

Imagine visiting a doctor with chest pain. Measuring your pain level (engagement) matters. But understanding what's causing it (experience) is essential to healing.

Focusing only on engagement scores can lead to surface-level fixes: perks, slogans, or quick wins. EX surveys help you diagnose the real system-level shifts needed.

2. Evolution, Not Just Maintenance

Employee engagement can fluctuate with external factors — economic stress, industry trends, societal shifts. EX surveys position organisations to adapt proactively, evolving their culture and structures over time, not just reacting to moods.

3. Trust and Transparency

EX surveys tell employees: "We don't just want you more productive. We want you to experience work as meaningful, supportive, and fair."

That deeper intention builds trust — and trust builds sustainable performance.

Example: Engagement Isn't Enough

A national retailer ran annual engagement surveys showing relatively strong scores. Yet turnover remained high, especially among early-career staff.

When they shifted to an EX survey approach, they uncovered a hidden pattern: lack of growth opportunities in the first 18 months. Employees were committed — but frustrated.

With that insight, they revamped onboarding, mentoring, and internal mobility programs. Turnover dropped 22% in the next year.

The VALUE Method™ Perspective

At Feedback Works, we encourage using the VALUE Method™ as your compass:

• Vision: Are you measuring to prove, or listening to improve?

• Architecture: Are your surveys designed to capture real experiences, not just attitudes?

• Listening: Are you asking open, brave questions?

• Understanding: Are you interpreting results in context?

• Evolution: Are you willing to act on what you find?

Choosing an EX approach transforms your surveys from scorecards into catalysts. Discover why listening deeply matters more than just measuring outcomes.

Final Thought: What Story Are You Trying to Hear?

When you launch a survey, you're not just collecting numbers — you're telling a story about what matters.