Employee Engagement Survey: Incorporating Feedback

Employee Engagement Survey Feedback

An Employee engagement survey is not finished until you have incorporated feedback. Take action to make employees feel valued and vital.

When your company decides to deploy an employee engagement survey, it’s easy to focus on the task at hand: rolling out the survey and getting responses from your workforce. Although developing your survey and waiting for responses takes effort and time, there’s still critical work to be done after the survey ends. Incorporating feedback from your employee engagement survey is vital.

Do I have to act on my employeesfeedback? Isnt listening the point of the employee engagement survey?

Obviously, there’s no law saying you have to incorporate feedback from your employee engagement surveys. But, if you give workers the opportunity to speak without any promise of action, you may create problems for your business.

Listening is important, and employee engagement surveys often deliver eye-opening information. In an article for Inc., Tim Donnelly writes, “The worst thing for a company is to go to great lengths to solicit employee feedback, and then do nothing with it.”In fact, Donnelly’s article asserts that you shouldn’t even do an employee engagement survey if you have no intentions of taking action on your findings.

Sound harsh? Perhaps. But incorporating feedback from your employee engagement survey can either lead to stronger relationships with your workers or weaker ones. Which would you rather have?

Okay, Im in. How do I make it happen?

The first step in incorporating feedback is to share the results from your employee engagement surveys. Employees will be naturally curious to hear how their responses ranked in relation to their peers’—as well as the temperament of the company as a whole.

Employee meetings are an effective way to roll out your survey results. Include the results as part of regular HR training sessions or create special sessions focused on the employee engagement surveys.

Many companies find it productive to release their employee engagement survey findings in waves, starting with upper management, then supervisors, then staff level employees. The benefits of such a structure are twofold. First, it gives executives and supervisors the chance to review the data before their direct reports. This allows them time to prepare for the questions their employees might have and develop appropriate responses. It also gives them an opportunity to start formulating solutions to problems that were revealed through the employee engagement survey. Once the employee engagement survey results are rolled out to all employees, management and human resources will have a head start on finding ways to improve the workplace. Employees will see their company as proactive and solutions-focused. Plus, it’s likely they’ll receive the results of the employee engagement survey more positively if it’s clear that you plan to take action.

After you’ve shared the results of your survey, you can start determining what needs to be addressed and how to implement such changes. Create small groups to focus on the most critical issues that were raised in the employee engagement survey. Task each group with studying one issue and finding solutions. Each group should ideally include a mix of managers from different levels as well as non-managers. It’s particularly important to get input from all parts of your organization. Problems are often perceived differently by upper management than by rank and file employees.

Once solutions and deployment strategies have been developed by each of your small groups, review them with your HR workgroup and any other departments that may be involved. Then get ready to talk to your workforce again. Just as with your original meetings, roll out your solutions by management level to pinpoint any potential problems, conflicts, or stumbling blocks. Sharing your plan of action with all employees shows them that you heard their opinions, considered them valid, and are taking action to make the workplace better. They’ll feel valued, validated, and their levels of engagement with your company will improve—something you can measure the next time you deploy an employee engagement survey.

If you’re ready to take the next step towards creating this type of workplace, call Flex Surveys. A conversation with us can help you start productive conversations with your employees.