Maximizing Workforce Potential with Employee Engagement Surveys

This article appeared in the June 2025 issue of MiMfg Magazine. Read the full issue and find past issues online.

Attracting and keeping good employees, improving productivity and running an efficient operation are the goals of every manufacturer. Yet, despite many different and well-intentioned efforts — monetary incentives, metrics tracking, recognition programs, etc. — many manufacturers still find themselves in a constant battle with high turnover and absenteeism, suboptimal production and performance, and cranky or even clashing staff.

What gives? It’s not that these methods don’t work. But, typically, if they’re not part of a broader strategy that considers the unique needs and motivations of employees, their effectiveness is limited.

There is, however, a powerful, often overlooked tool that’s proven to uncover employees’ unique needs and motivations: employee engagement surveys. These time-tested tools dig deeper than employee satisfaction surveys, providing data that can help manufacturers build informed strategies to spur improvements where they need them most.

What is Employee Engagement?

Employee engagement reflects how connected, committed, and energized employees feel about their work and workplace. It’s not just about job happiness; it’s about fostering an employee’s passion for their work and their understanding of how it drives the organization toward its goals.

Engagement is vital for manufacturers, as research consistently shows that engaged employees dramatically outperform disengaged ones. According to Gallup, manufacturers with high engagement see up to 21 percent higher profitability, 17 percent better productivity and 41 percent less absenteeism.

The Role of Engagement Surveys

Employee engagement surveys measure motivation and emotional investment. They typically consist of a short, customizable set of questions that are designed for anonymous employee feedback. The results provide actionable insights into workplace dynamics, including communication, leadership behaviors and operational structures.

Some surveys, like those offered by Gallup, provide science-backed, adaptable frameworks that can be tailored to manufacturing environments, such as allowing users to segment data by role, team, or shift. This nuanced approach pinpoints where to focus efforts for maximum impact.

How to Use Surveys Effectively

Whatever type of survey you choose, recognize that the survey and results it reveals are not solutions themselves — they’re tools. That said, look for surveys provided by experienced administrators who can interpret the data and share the findings in a way that makes sense to your organization. Seek those who will help create, implement and track targeted improvement plans that address your employees’ concerns while aligning with your organization’s goals and circumstances. This ensures you’ll receive the right and realistic guidance to make impactful changes.

Partnering with the Right Provider

An experienced survey partner can significantly enhance the process. Here’s what to look for:

• Manufacturing Expertise: Providers familiar with the production floor can better address unique workforce dynamics.
• End-to-End Support: Engagement doesn’t stop at data collection. A quality partner will help design, execute, and track follow-up actions to sustain improvements.
• Proven Results: Look for a provider with a track record of success and satisfied clients in your industry.

A Path to Progress

Employee engagement surveys are more than diagnostic tools; they’re the first step in developing a strategy to strengthen employee engagement, loyalty and operational excellence. If you’re ready to boost engagement and see measurable results, explore survey options. The right tool today can drive long-term success for your team tomorrow.

About the Author

Cheryl Kuch is a senior consultant with Rehmann’s HR Solutions Team. She can be reached at cheryl.kuch@rehmann.com.

Rehmann is an MMA Premium Associate Member and has been an MMA member company since July 2006. Visit online: rehmann.com.