The number of companies implementing engagement surveys is increasing year by year. However, issues such as "it ends with just sharing the results" and "nothing changes in the workplace even after responding" are becoming apparent. J-Feel Inc. (Shibuya-ku, Tokyo), a consulting firm that supports the transformation of people and organizations, has focused on the "silent division" that underlies these issues and launched a program for managers called "Organizational Development Workshop to Enhance Engagement." This program connects survey results to dialogue and action. Additionally, on July 17, 2026 (Fri), a seminar will be held to introduce the program's overview and case studies. ■ Problem Statement More companies are conducting engagement surveys. Yet, the voices saying, "Despite sharing the results, we don't feel the workplace has changed," are endless. J-Feel Inc. believes that the background to this is a "silent division." It's a state where dialogue decreases amidst busyness, creating an invisible distance between HR initiatives and the front lines. In workplaces where this division has progressed, surveys tend to become "events where you just answer." Even when results arrive as numbers, managers don't know "what to do," and workplace members continue to feel "nothing will change again"—a vicious cycle is occurring. It can be changed. The key is whether managers can use the results not as "evaluation" but as a starting point to consider how they want their workplace to be. The "Organizational Development Workshop to Enhance Engagement," newly developed by J-Feel, is a program that starts with managers taking ownership and connects organizational development to daily management through dialogue. ■ Changes That Occur in the Workplace When the Program is Introduced From surveys that only show results to dialogue that promotes organizational development. ■ Key Points for Managers to Take Ownership and Start Acting The key to connecting engagement survey results t