Thank you! This is all too common and these types of “results” are essentially useless. It might even be detrimental as you point out because the vagueness of the feedback leads those in charge to think nothing of high importance is critically in need of reform.

I love your suggestion of designing the survey with a goal in mind and I would add, if I could, that there is value in making sure that goal is communicated to employees. Taking an “annual survey” may encourage employees to go through the motions as they say but taking a survey to specifically address a deficiency in communication gives people a more concrete idea of the types of examples they should provide etc.

Thanks for writing this!