Employee satisfaction surveys are a pain. They are tough to administer. If you get administration wrong you may get sketchy results. You get piles of data that can be hard to interpret. In the worst cases companies get “paralysis of analysis” and don’t report results back to employees. In these cases a survey can actually create frustration instead of fix it. Which all begs the question: Why do an employee satisfaction survey in the first place? What are the true benefits of a survey process? If you’ve read my book The Next 52 Weeks or my free ebook “Satisfaction Survey Success Secrets” you already know that I believe surveys are a valuable tool. Nevertheless, these criticisms are certainly fair. I’ve had many conversations with potential survey clients about why frustrations like these led them to stop doing surveys altogether. But a recent survey project we did for a client illustrates dramatically that a satisfaction survey project, done correctly, can predict – and help respond – t