According to a recent study published by the Harvard Business Review, as the economy has begun to improve, top executives have focused more on expanding their organizations than minimizing company expenditures, creating a subsequent shift in priorities. Employee engagement, for one, has become critically important in the minds of leadership, just behind efficient communication and excellent customer service. High levels of engagement are directly tied to an organization’s bottom line. The more engaged a workforce is, the more profitable the company will be. However, engagement is difficult to quantify, and even more difficult to bolster. One of the best tools management has at its disposal is the anonymous survey. However, many organizations do not use these surveys effectively and, as a result, the data produced are less than actionable. The best approach in creating such a survey is to go beyond simply asking if the employee is satisfied or not, and ask questions about factors that affect engagement levels, such as, “How many times this week have you received feedback on your work?”