How to Respond to Employee Engagement Survey Results. A visualization that color-codes responses for easy reference and understanding is a must. This helps you identify survey questions that have the highest correlation to employee engagement so you can pinpoint which results to focus your action on. Your deck should include charts and graphs — especially comparison charts that reveal changes from previous surveys — but it should also be punctuated by respondents’ quotes to demonstrate that HR and management take feedback seriously and actually reads employees’ comments. This can help you understand unique employee perceptions across teams, departments, locations, functions, gender, tenure, etc. Without action, your employee engagement plans will fall short. Employees’ comments represent key qualitative information that can give you important insights into the “why” behind their responses. Required fields are marked *. hbspt.cta._relativeUrls=true;hbspt.cta.load(99128, '12de6dcc-16fe-4774-aa6e-7babf5b1dbbc', {}); Uncover engagement obstacles and opportunities, What To Do With Employee Engagement Survey Results, A New Era of Employee Engagement: What It Is and How To Move The Needle. Businesses must continuously collect feedback in a way that is comprehensive but not disruptive. Here are 3 easy-to-follow tips to interpret your engagement survey results, both qualifying and quantifying. Just 1 in 5 HR and engagement leaders agreed that their employees deeply trust their company leaders, and only 22 percent say their organization is effective at fostering a culture that supports clear feedback. Join our mailing list so you never miss a post. Connect engagement surveys to business outcomes At each stage in the communication of survey results, try to link employee feedback to business objectives. Develop employee engagement action plans at both the organizational level and on the team level. Achievers - Recruiting . Instead, work with your team to find at least a few tangible actions you can take that address the problem areas you’ve identified, and immediately begin to implement them. It’s very easy to get consumed by the wealth of information provided in surveys. Which require immediate action, and which are less pressing? These include satisfaction, alignment, future orientation, well-being, support, and recognition. Achievers Listen helps organizations accelerate the feedback loop with frequent pulse and lifecycle surveys, together with an always-on feedback channel that routinely invites employees to confidentially share how they feel about work via a 1-click poll and follows up with simple, friendly questions to better understand the individual employee experience. Try identifying the top two areas for improvement and areas of strength for your team. Communicate clearly.. Communication is a crucial part of launching a successful engagement survey. Raw Scores are simply the average of all responses. The response rate to the survey as a whole and to certain questions is a great indicator for how comfortable and willing your employees are to provide honest feedback. These results are important to employees as they provide an outlet to express their feelings, comments, and complaints. Track engagement scores across key drivers like work environment, purpose alignment, leadership, communication, work-life balance, rewards, and recognition. Consider instead a brief overview of th… Achievers Listen makes taking action on feedback quick and easy with anonymized reports on feedback that let your managers get a comprehensive look at how teams are feeling at a glance and a built-in Action Builder that coaches leaders on how to effectively listen to and receive feedback from their team. Dashboards let anyone efficiently review survey data and gather key insights, and they can be customized to suit individual managers’ needs as well. The Employee Engagement Index has increased by one percentage point to 63%, the highest it has ever been. Employee surveys are administered by companies in an effort to measure procedures, processes, company culture, management, and much more. If you wait too long and employees aren’t aware of your process, they will assume nothing is being done about their employee engagement survey results. To get the most from your employee engagement survey results, follow the six steps below. This gives you a huge opportunity to increase engagement by improving in the areas where employees feel the company is lacking. That second part is critical, as soliciting feedback but failing to act on it is extremely disempowering. But the research shows that only 22% of companies are getting good results from their employee engagement surveys. For a smaller-scale survey, it’s a good idea to share results with only those employees and teams who participated.