You can't listen if people don't speak.

And when employees don't respond to surveys, it’s not because they’re lazy — it’s because they don't believe it’s worth their time.

High response rates aren't about better marketing. They're about better trust.

Here’s how to create surveys employees actually want to complete.

1. Start With Trust, Not Pressure

The mistake: Sending frantic reminders like "Complete the survey or else!"

The better way: Build the survey around trust, transparency, and a clear promise:

• Why you’re asking

• How feedback will be used

• When employees will see action

People engage when they believe their voice matters.

2. Make It Short, Sharp, and Meaningful

Best practice:

• Surveys should take no more than 10-12 minutes.

• Questions should feel human and relevant.

If employees open a survey and see 100 generic questions, you’ve already lost them.

3. Communicate Before, During, and After

Before:

• Announce the survey with a clear, human message from leadership.

• Share why it matters — and why now.

During:

• Send genuine reminders, not guilt trips.

• Share "progress updates" ("65% of you have shared your voice so far!").

After:

• Communicate findings.

• Thank employees.

• Show how feedback is turning into action.

4. Make It Easy to Participate

Remove barriers:

• Mobile-friendly surveys

• Short, intuitive interfaces

• Multiple language options if needed

• Clear deadlines (and don’t drag them out forever)

Convenience matters. Respect people's time and workflow.

5. Equip Managers as Ambassadors

Managers are powerful influencers of survey participation.

Tips:

• Brief managers early about the survey purpose.

• Give them simple talking points.

• Encourage them to invite participation personally, not just via email blasts.

When a trusted leader says "Your feedback matters to me," people are more likely to respond.

6. Celebrate Participation, Not Just Results

Acknowledging the act of speaking up — regardless of scores — strengthens the feedback culture.

Ideas:

• Thank-you notes from leaders

• Public updates on participation milestones

• Symbolic gestures (e.g., "You spoke. We’re listening" posters or events)

Example: Tripling Participation Through Trust

A rail operating company struggling with 30% survey participation revamped its approach:

• New messaging focused on employee voice, not "corporate goals."

• Managers led authentic conversations about why feedback mattered.

• Leadership committed publicly to "90 days of action" post-survey.

Result? Participation nearly doubled in two cycles. And employees reported feeling more heard than ever before.

The VALUE Method™ and Response Rates

• Vision: Communicate a purpose employees care about.

• Architecture: Design simple, accessible surveys.

• Listening: Reinforce that every voice matters.

• Understanding: Make meaning, not just measurements.

• Evolution: Act visibly — because action fuels future participation.

Final Thought: High Response Rates Are Earned, Not Demanded

When you honour people’s time, intelligence, and humanity, they show up.