January Engagement Check-In

January Engagement Check-In

Start the Year by Listening Before Q1 Gets Loud

January has a way of turning good intentions into fast-moving calendars. Before the year fills up, there’s one thing that pays off quickly (and quietly) asking your people how it’s going, then doing something with what you learn. 

 A short engagement survey in January isn’t “just another HR task.” It’s a leadership move. 

 Why this matters right now? Because employees are already making decisions in January. They’re deciding whether they’re all-in… or just “showing up.” They’re deciding if they feel seen, supported, and set up to succeed. And if they don’t? That decision shows up later as turnover, frustration, and performance issues. A quick engagement pulse helps you catch what’s brewing early, before it becomes costly. 

7 reasons to run an engagement survey in January 

1. Set the tone for the year: When employees feel heard early, they engage more deeply all year.

2. Reduce turnover before it starts: Most exits have a long runway. Surveys help you spot patterns and fix the preventable stuff. 

3. Find quick wins that build momentum: Often, small changes create outsized impact (communication, tools, schedule clarity, recognition, workload balance). 

5. Improve performance without guessing: Engagement isn’t fluff, it impacts productivity, quality, attendance, and customer experience. 

6.  Get clarity on what employees actually need: Not what leaders assume they need. That difference matters. 

What an engagement survey should feel like (not just look like). The best engagement surveys aren’t long. They’re clear, safe, and actionable. Employees should walk away thinking: “They asked. They listened. They did something.” That’s the whole point.  

Where most companies get stuck - A survey is easy to send. The hard part is what comes after. 

• Low participation because people don’t trust confidentiality 

• Results that are vague or hard to interpret 

• Leaders feel defensive (or unsure what to do next) 
• No follow-through… which makes the next survey even harder
   

If you’ve been there, you’re not alone. 

If you want to do this the right way, without it becoming a heavy lift, I can help you: 

• Build the right survey (short, targeted, and aligned to your goals) 

• Increase participation with the right messaging and rollout plan 

• Protect confidentiality and trust in the process 

• Turn results into clear themes and next steps 

• Creating an action plan leaders can actually execute 

• Support communication so employees know what’s happening next 

Whether you want a quick pulse or a deeper engagement survey, I’ll help you do it in a way that builds trust and leads to real improvement. 

And if you’d like to run an engagement check-in this month we’re here. Truly all in 100% for you through any of our service offerings including The People Playbook , click here for more info!. January has a way of turning good intentions into fast-moving calendars. Before the year fills up, there's one thing that pays off quickly (and quietly), asking your people how it's going-then doing something with what you learn. 

-Elizabeth