5 Actions to Take After Your Employee Engagement Survey

Here is a more detailed explanation of the five actions to take after an employee engagement survey:

  1. Share the Feedback and a Timeline: It’s important to share the results of the survey with employees, as well as any plans for improvement based on the feedback received. Communicate the timeline for implementing changes and gather feedback from employees on the proposed plan.
  2. Actively Discuss the Results in Teams: Encourage employees to discuss the survey results and share their thoughts and ideas for improvement. This can help to build a sense of ownership and accountability among team members.
  3. Choose a Few Items to Focus On: It’s not always possible to address every issue or concern raised in the survey. Prioritize the most important issues and focus on making progress in those areas.
  4. Design Your Plan of Attack: Develop a detailed plan for addressing the identified issues and concerns. This may involve making changes to company policies, offering training programs, or implementing other initiatives.
  5. Follow Up: Monitor the effectiveness of the improvements and follow up with employees to gather feedback and make any necessary adjustments. It’s important to regularly check in with employees to ensure that their needs and concerns are being addressed.

6 Mistakes Companies Make With Employee Surveys

Here are six mistakes that companies may make when conducting employee surveys:

  1. Not making the survey anonymous: If employees don’t feel that their responses will be kept confidential, they may not provide honest feedback.
  2. Not offering enough options for response: If the survey only offers a limited number of response options, employees may not feel that they can accurately reflect their feelings.
  3. Not following up on survey results: If a company conducts a survey and then does nothing with the results, employees may feel that their opinions don’t matter and may be less likely to participate in future surveys.
  4. Asking the wrong questions: It’s important to ask questions that will provide useful insights and help identify areas for improvement. If the questions are unrelated or not relevant, the survey may not provide valuable information.
  5. Not providing enough context: If employees don’t understand the purpose of the survey or how their responses will be used, they may not take the survey seriously.
  6. Not communicating the results: If the results of the survey are not shared with employees, they may feel disconnected from the process and may be less likely to participate in future surveys. It’s important to communicate the results and any plans for improvement based on the survey findings.