When you ask your team for feedback through an engagement survey, you’re making an unspoken promise: their voices matter and will lead to meaningful change. In this unit, you’ll see why following through on that promise is essential—not just for morale, but for your credibility, your team’s performance, and your ability to drive innovation. Understanding these consequences will help you avoid common pitfalls and set the stage for lasting engagement.

Failing to act on survey results sends a clear message—whether you intend it or not—that feedback isn’t valued. Over time, this erodes trust and damages your reputation as a leader. Employees may start to disengage from future surveys, feeling their input is ignored. This is often called “survey fatigue.”

For example, if you only celebrate the participation levels achieved by the survey completion deadline, but never share results or next steps, your team will quickly learn that their opinions don’t lead to change. The long-term result is a closed, less open team culture where honest feedback becomes rare.

When engagement gaps are left unaddressed, the impact goes far beyond feelings. The table below summarizes some common consequences of not taking action on engagement along with examples of the negative impact it has on your team.

Engagement surveys are more than a report card—they’re a springboard for improvement. When you act on feedback, you unlock new ideas and solutions that can transform your team’s culture and performance. Ignoring results, on the other hand, means missing out on valuable insights.

For example, if your team suggests new ways to improve communication and you implement their ideas, you foster a sense of ownership and inclusion. But if you do nothing, you risk stagnation and overlook opportunities to innovate or strengthen your team.

As you move forward, keep these consequences in mind. In the upcoming role-play session, you’ll have the chance to practice responding to feedback in ways that build trust and momentum for positive change.