Do we all agree that it is the manager’s job to be responsible for their team?
Let’s define the role as “people manager”, whether the job title is Team Leader, Supervisor, Manager or Director.
The purpose of Employee Engagement surveys is to find out how people feel about their job, their people manager and their employer.
If the Survey doesn’t show up anything surprising then you’ve learned nothing.
If the Survey shows up something surprising, why didn’t the people manager know already?
More to the point, if the people managers are managing their people why haven’t they fixed the issues revealed in the Survey?
Therefore, if an Employment Engagement Survey reports surprising results, it is a measure of how well, or not, the people managers are performing.
Is this what you use Surveys to measure and how do you instigate corrective action?