Small Teams Need the Faculty and Staff Experience Survey Too
If you lead fewer than five direct reports, you might wonder whether the Faculty and Staff Experience (FSE) Survey is worth the effort. It is. The real value isn’t the results alone, but the conversations they prompt.
Even on small teams, the survey creates space for honest feedback that may not surface in everyday interactions. It gives employees permission to share what’s working, what isn’t, and what they need, while ensuring their experiences contribute to the broader institutional picture leadership needs to see.
From Data to Dialogue
The survey report isn’t the destination—it’s the starting point. Research shows employees are more engaged when managers focus on their development, and post-survey conversations are one of the most effective ways to demonstrate that commitment.
Aim to meet with team members within 2–4 weeks of receiving results. Use university-level findings to guide discussion, lead with curiosity rather than defensiveness, and ask what’s behind the responses. Focus forward by identifying one or two concrete actions your team can take together and follow up on those commitments.
Why Small Teams Have an Advantage
With fewer direct reports, you can go deeper. Small teams allow for personalized, context-rich conversations that build trust. These aren’t performance reviews—they’re partnership discussions. Questions like “What’s one thing I could do differently to better support you?” or “Where do you need more support to do your best work?” can open meaningful dialogue.
People want managers who take a real interest in their growth. When you engage thoughtfully with survey results and act on them, you signal that their voices matter. Small teams are nimble. Use that strength to turn feedback into meaningful change.
Take the 2026 Faculty and Staff Experience Survey now!
For questions, contact engagehr@gmu.edu.