Colleges and universities are under pressure like never before. Faculty and staff are balancing growing workloads, tighter budgets, and shifting student expectations, all while institutions face rising turnover rates. To respond, many schools rely on employee satisfaction surveys. While these tools can be useful for quick temperature checks, they only scratch the surface.
The reality is this: satisfaction and engagement are not the same thing. Higher education institutions that focus solely on satisfaction risk missing the deeper insights needed to retain talent, foster loyalty, and strengthen institutional culture. That’s where engagement comes in—and where apc’s Employee Experience Grade (exg™) sets a new standard.
The Limits of Satisfaction Surveys
Traditional satisfaction surveys ask employees whether they are happy with pay, workload, or workplace culture. While valuable, these surveys often:
- Provide static snapshots rather than ongoing insights.
- Emphasize surface-level opinions instead of deeper motivations.
- Fail to connect results to actionable strategies.
Consider this scenario: a faculty member may report being satisfied with salary but disengaged due to a lack of professional development opportunities. Another staff member may be satisfied with their team but feel disconnected from leadership. In both cases, satisfaction scores might look positive while engagement—and ultimately retention—suffers.
Why Engagement Matters More in Higher Education
Engagement measures the emotional and intellectual commitment employees feel toward their institution. It answers critical questions like:
- Do employees feel their contributions are valued?
- Are faculty and staff motivated to go beyond minimum expectations?
- Do they see a long-term future at the institution?
For higher education, engagement has direct and measurable outcomes:
- Improved teaching and research quality: Engaged faculty are more invested in student success.
- Stronger collaboration: Engaged staff build healthier, more productive campus environments.
- Better retention: Engagement reduces costly turnover among both faculty and staff.
- Enhanced reputation: Engaged employees become advocates, strengthening the institution’s brand.
Put simply, engagement fuels outcomes that satisfaction alone cannot predict.
Introducing apc’s Employee Experience Grade (exg™)
apc recognized the limitations of satisfaction surveys and developed the Employee Experience Grade (exg™) to go deeper. Unlike traditional tools, the exg™ is a proven index designed to measure true engagement across all levels of an organization.
The exg™:
- Captures the full employee journey: From hiring and onboarding to long-term retention and exit.
- Provides actionable insights: Institutions don’t just get scores; they gain clear direction on where to focus improvement efforts.
- Offers unmatched customization: Many survey programs are rigid. apc’s exg™ adapts to the unique needs of higher education, whether that’s addressing adjunct faculty turnover or administrative staff burnout.
This methodology is the product of years of testing and refinement, making it a best-in-class tool that higher education leaders can rely on with confidence.
Satisfaction vs. Engagement: A Side-by-Side Look
| Satisfaction Surveys | Engagement Surveys (exg™) |
| Focus on how employees feel today | Focus on long-term motivation and commitment |
| Static and limited | Dynamic and adaptable |
| Often generic and one-size-fits-all | Customizable to institution needs |
| Identify surface-level issues | Reveal deeper drivers of success or attrition |
| Results can be hard to act on | Actionable insights with clear next steps |
Real-World Implications in Higher Education
Faculty Retention
Faculty disengagement often shows up in subtle ways—reduced research productivity, less innovation in teaching, or minimal participation in campus activities. Over time, this disengagement leads to turnover. By using exg™, institutions can identify early warning signs and intervene before a valued professor leaves.
Staff Morale
Administrative staff play a critical role in keeping campuses running. When staff members feel unheard or undervalued, morale drops quickly. Pulse surveys powered by exg™ provide leaders with real-time feedback, allowing them to address concerns before they escalate.
Onboarding and Early Engagement
The first 90 days of employment often determine whether a new hire will stay long-term. exg™ includes onboarding and post-onboarding surveys that pinpoint gaps in training, communication, or support—areas where institutions can immediately improve.
A Case for Change
Higher education institutions that adopt engagement-focused surveys are seeing measurable benefits. For example:
- Turnover reduction: Institutions using engagement surveys report lower attrition, particularly among early-career faculty.
- Higher satisfaction downstream: By addressing engagement, satisfaction naturally improves as employees feel more valued and connected.
- Better alignment with mission: When faculty and staff are engaged, they are more committed to the institution’s goals and values.
While satisfaction surveys may provide comfort in the form of positive scores, they do not guarantee long-term success. Engagement-focused surveys, like apc’s exg™, provide the depth needed to sustain growth and resilience.
Final Thoughts
Satisfaction is only the starting point. For colleges and universities to thrive in today’s competitive environment, leaders must measure and act on engagement. apc’s Employee Engagement Surveys powered by exg™ deliver the insights needed to move beyond surface-level satisfaction and into a future where employees are fully engaged, motivated, and committed to institutional success.
Ready to move beyond satisfaction? Get started with apc’s Employee Engagement Surveys powered by exg™ today.
