How Engagement Surveys Drive a Positive Workplace Culture at Corpay

By Crystal Williams, Chief Human Resources Officer, Corpay

A recent Gallup survey found U.S. employee engagement has hit a 10-year low, with only 31% of employees engaged and 17% actively disengaged. This statistic underscores the importance of creating a work environment that fosters engagement and drives discretionary effort among employees. At Corpay, we leverage employee engagement surveys as a critical tool in our strategy to build and sustain a thriving workplace culture.

Understanding the Difference: Satisfaction vs. Engagement

Before diving into how we use surveys, it’s important to distinguish between employee satisfaction and employee engagement. While satisfaction surveys measure overall contentment with the workplace, engagement surveys assess the level of discretionary effort employees are willing to invest in their roles. At Corpay, we have shifted our focus exclusively to engagement surveys because engaged employees drive better outcomes for both their careers and the company as a whole.

The Structure of Corpay’s Engagement Surveys

Our engagement surveys include five core questions that measure overall engagement, generating an engagement score. We aim for scores between the mid-60s and mid-80s, and we have successfully maintained these levels over the past several years. Beyond engagement, the survey covers key areas such as:

• Alignment with company values

• Wellness, benefits, and compensation

• Leadership effectiveness at creating a clear vision

• Managerial support and guidance

The insights gained from these categories allow us to continuously refine and enhance the employee experience at Corpay.

Turning Feedback into Action

One of the most critical aspects of engagement surveys is ensuring that feedback leads to meaningful change. Over the years, we have used survey results to address specific areas for improvement, such as:

• Enhancing Communication

  Employees expressed a need for clearer, more frequent communication. In response, we developed a company-wide intranet to centralize information and launched regional and functional town halls to foster transparency.

• Improving Work-Life Balance

  Employees indicated a need for more flexibility in personal time. As a result, we increased personal days from three to five to accommodate commitments such as religious holidays or parental responsibilities.

• Creating a More Inclusive Environment

  Our surveys have consistently shown strong scores in inclusivity, reinforcing our commitment to maintaining a workplace where employees feel they belong and can be their authentic selves.

Maximizing Participation and Confidentiality

To ensure high participation rates, we employ a multi-channel approach, including reminders from executives and contests to encourage engagement. However, transparency and confidentiality remain paramount. Employees must trust that their responses are anonymous, which encourages honest feedback and leads to more effective decision-making.

Leveraging AI for Deeper Insights

With advancements in AI, we can now analyze open-ended responses more efficiently. This enables us to uncover patterns and trends in employee feedback that would otherwise be difficult to process manually, allowing for even more targeted improvements.

A Continuous, Iterative Process

Engagement surveys are not a one-time initiative. They are part of an ongoing process. Depending on business needs, we conduct pulse surveys throughout the year to check in on employees especially during periods of change. This ensures that we are continuously adapting to their evolving needs.

Conclusion

Employee engagement surveys are more than just a data collection tool. They are a cornerstone of our efforts to create an engaged, motivated workforce. By listening to our employees, acting on their feedback, and fostering a culture of transparency, we continue to make Corpay a great place to work. To all employees who participate in these surveys, thank you. Your voices drive the positive change that shapes our workplace culture.