Why Every Company Should Be Conducting Employee Research (and How to Do It!)

Companies invest significant time and resources in researching their customers, and rightly so. But what about their employees? At BLS, we’ve had the privilege of conducting dozens of studies to help organizations better understand the true foundation of their business: the people who work there.

Employee research uncovers valuable insights about workplace culture and hidden challenges that leadership may not even realize exist. These studies not only help leaders get ahead of issues but also improve retention and strengthen the workforce.

When employee research is conducted by an independent consultant, staff are far more likely to open up and be candid. The result? Authentic, actionable insights that go well beyond what an annual company survey can provide.

As we head into the 4th quarter (yikes!), now is the perfect time to check in with your employees and set your organization up for a strong start to 2026. Here’s how we approach it—and what you can expect if you commission a study with BLS:

1. Stakeholder & Leadership Interviews

We begin with one-on-one interviews with company leadership to uncover pressing questions and hypotheses about employee experiences and workplace dynamics. This step is also key to building leadership buy-in. By involving leaders early, we ensure the process feels inclusive and the final insights are trusted and acted upon.

2. Employee Survey

Next, we design a customized employee survey tailored to the company and industry. Topics often include organizational commitment, barriers to retention, trust in leadership, and perceptions of company culture. We also incorporate open-ended questions, giving employees the opportunity to share their perspectives in their own words—adding nuance and depth to the quantitative results.

Confidentiality is critical. From the initial invitation to the final survey, we emphasize that the research is being conducted independently and that responses are anonymous and free of names and other identifying information.

3. Qualitative Interviews

At the end of the survey, employees are invited to volunteer for confidential one-on-one interviews with an independent researcher. Participation is managed by us—not the company—to protect anonymity.

These interviews consistently deliver the richest insights. It’s one thing to see that a certain percentage of employees are considering leaving, but it’s far more powerful to hear directly from employees why they feel that way and what changes might keep them engaged.

4. Reporting & Action Planning

Once all data is collected, we synthesize the findings into a clear, actionable report. We don’t just present the insights—we provide concrete recommendations for strengthening employee engagement and performance.

Many of our clients also ask us to facilitate workshops where leaders and teams can brainstorm concrete solutions based on the research. Importantly, we ensure findings are widely socialized across the organization and tied to a clear path forward. Our role doesn’t end with delivering a report—we partner with clients to make sure insights lead to impact.

A Final Thought

As 2025 winds down, there’s no better time to reconnect with your employees and prepare for the year ahead. Thoughtful, independent employee research is one of the most powerful investments a company can make in building a committed, high-performing workforce.