Fake Listening: The Silent Killer of Employee Retention
Author: Gus Bageanis
Employee surveys have become the go-to tool for companies trying to boost engagement and improve retention. On the surface, they make perfect sense: ask employees what they think, analyze the data, and make informed decisions based on what you learn.
But here’s the reality: most employee surveys fail to make a lasting impact—because most companies treat them like a formality, not a strategy.
What the Data Says
In a recent LinkedIn poll I conducted, I asked a simple question:
“How do you feel about employee surveys in the workplace?”
Here’s how professionals responded:
- ✅ Valuable—leaders listen & act: 21%
- 🤷♂️ Hit or Miss: 25%
- 📋 Just a checkbox exercise: 40%
- 🗣 Prefer other feedback methods: 13%
That’s 78% of respondents who feel surveys are either ineffective, inconsistent, or not the best way to gather feedback.
But the survey isn’t the problem. It’s what happens (or doesn’t happen) afterwards.
I followed up with another poll:
“What’s the biggest reason employee surveys fail to drive change?”
Here’s what people said:
- 🚫 Lack of follow-through: 53%
- ❓ Vague or irrelevant questions: 9%
- 📉 Poor communication of results: 5%
- 😬 Fear of honest feedback: 32%
The message is clear: employees aren’t opposed to giving feedback. But when they do, they expect action. And when that action never comes? Trust erodes.
The Disconnect That Opens the Door to Recruiters
𝐄𝐧𝐠𝐚𝐠𝐞𝐝 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞𝐬 𝐬𝐞𝐧𝐝 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐞𝐫𝐬 𝐬𝐭𝐫𝐚𝐢𝐠𝐡𝐭 𝐭𝐨 𝐯𝐨𝐢𝐜𝐞𝐦𝐚𝐢𝐥.
I’ve spent over a decade calling food manufacturing professionals nationwide. The ones who actually pick up? They almost always have something in common: a disconnect between themselves and their employer’s priorities.
Retention isn’t just about compensation or perks—it’s about connection.
If your best people don’t feel heard, don’t see change, and don’t believe their input matters, they’ll eventually stop giving it. And once that happens, the next call they answer might be mine.
The best way to keep recruiters like me from reaching your top performers?
𝐌𝐚𝐤𝐞 𝐬𝐮𝐫𝐞 𝐭𝐡𝐞𝐲 𝐝𝐨𝐧’𝐭 𝐰𝐚𝐧𝐭 𝐭𝐨 𝐭𝐚𝐤𝐞 𝐭𝐡𝐞 𝐜𝐚𝐥𝐥.
What Hiring Authorities Should Do Instead
Here’s the truth: a great culture isn’t built by survey software. It’s built by leaders who follow through.
If you want surveys to work, ditch the checkbox mentality and do this instead:
- Clarify the ‘Why’ AND the ‘How’
Before launching a survey, let employees know why you’re asking for input and how you plan to use it. – This keeps you accountable on following through with change. - Be Transparent
Share the results—even if they’re uncomfortable. Employees already know what’s wrong. They’re watching to see if you do. - Act Fast (Even in Small Ways)
Don’t wait six months to roll out sweeping changes. Address easy wins immediately to show momentum. - Close the Loop
Let people know what changes were made because of their feedback. When employees can connect their input to real outcomes, trust grows. - Replace Annual Surveys with Continuous Dialogue
Real engagement comes from regular, human conversations—not once-a-year questionnaires.
Final Thought
If your survey results are always a surprise, it’s not a survey problem—it’s a leadership one.
The best companies don’t just collect feedback. They build systems that honor it, respond to it, and evolve because of it.
Because when employees feel connected to the mission and valued by their leaders, they’re not scrolling job boards or returning recruiter calls—they’re leaning in.
And that’s how you build a team that stays.
Partner with Alpha Executive Search today, and experience the difference that leadership well done makes in your supply chain resilience.