Staff engagement survey results 2026, Tamsworth Packaging
Survey results report template with response rate, question charts and comment themes
A survey results report has to show who answered, what they said question by question, what changed since last time, and what the organisation will do about it. This report on a staff engagement survey with 180 responses gives the response rate by department, ten questions in a table and three charts, coded comment themes with quotes, and five actions.
The document, page by page
Every page as it renders and as it prints, with nothing summarised. Read the wording before you reuse it.
Section by section
What each section is for, so you can keep the ones you need and drop the rest.
- Cover
- Spine cover with survey, responses, preparer and date.
- 1. Summary
- Dates, response rate, engagement index and the highest and lowest scores, with four figures.
- 2. Who responded
- How staff were invited, anonymity rules and response rate by department.
- 3. Results by question
- A chart and a table for ten statements, then a chart comparing five questions with 2025.
- 4. Engagement by department
- The index defined, a 2025 and 2026 table by department and a bar chart.
- 5. What people wrote
- 214 comments coded into six themes with counts, shares and two quotes.
- 6. Actions
- Five actions linked to results with owners and dates, and how results are protected.
How to adapt this document
First, for a customer or member survey rather than staff, replace departments with customer segments such as new and long standing customers, and replace the engagement index with a single overall satisfaction or recommendation question. Second, if you ran the survey for the first time, drop the comparison chart and instead set next year's targets for the three lowest questions, so the second report has something to compare. Third, for a short pulse survey of five questions, keep the response table, one chart and the actions, and skip comment coding unless there are more than about fifty comments.
What makes this document work
Counts sit beside percentages
The question table gives favourable, neutral and unfavourable counts out of 180 for each statement, then the favourable share. Readers can check that 72 favourable on leadership communication is 40.0 percent, and nobody can quote a percentage without its base.
Change is shown, not just the snapshot
Figure 2 sets five repeated questions against last year, and the text names the largest falls: leadership communication down 6.2 points and workload down 5.2. The department table shows production down 5.2, which is where the company index lost most of its 4.3 points.
Every action traces to a result
The actions table has an Answers column linking each action to a question or theme, such as four casual production staff for Q6 on workload. Staff can see their answers produced something, which is what lifts next year's response rate.
Questions people ask
What is a good response rate for a staff survey?
Above about 70 percent gives results most organisations can act on with confidence; 76.3 percent here is solid. Low response in one group matters more than the overall rate, so report it by department. Paper forms, time during shifts and visible action from last year's survey all raise response among staff who rarely use email.
What does percent favourable mean?
The share of respondents who agree or strongly agree with a positively worded statement. It is easier to read and compare than an average score on a five point scale, and it is what most engagement surveys report. Show neutral and unfavourable too, because a low favourable score with many neutrals means something different from one with many disagreements.
How do I keep a staff survey anonymous?
Use an independent service or a tool that does not record who answered, report nothing for groups smaller than an agreed minimum such as ten, and edit comments to remove names and identifying detail before managers read them. Tell staff these rules in the invitation. Privacy law still applies to comments that identify someone, so handle raw data carefully.
How should open text comments be analysed?
Read them all and code each to a theme, ideally with two people working separately and then agreeing differences, then count comments per theme. Report the counts and a few representative quotes, as this report does with six themes. Choose quotes that reflect the theme fairly, not the most dramatic ones.
How soon should results be shared with staff?
Within a month of the survey closing if possible. Here the survey closed on 14 September, actions were agreed on 6 October and departments see their results by 23 October. Long silences after a survey teach staff that answering changes nothing, and the next response rate shows it.
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