You conducted a survey of your employees to determine how engaged they are. However, you must understand that launching the survey is only the first step towards increasing employee advocacy, discretionary effort, and engagement. You now must develop and execute an actionable plan based on the survey results.
What Happens If You Don’t Act on the Results of Your Survey?
You may potentially aggravate matters by asking questions without following up. When you ask employees for input, you’re raising their expectations that their voices will be heard and that their concerns will be addressed. Ignoring the survey’s outcomes may erode their confidence in the organization’s leadership and decrease their devotion to the company.
Here are the most important things you should do after your employee engagement survey.
Provide Feedback.
Begin by thanking employees for taking part in the survey and sharing the overall results. Initially, this can be done at a high level, concentrating on the most favorable and unfavorable categories, as well as high-level future moves. Later, as work teams examine which initiatives will have the most impact, they will drill down.
Make it clear to your employees that you, as a leader, are dedicated to implementing changes and that you understand how they fit into your overall strategic goals. Then create a timeline and communication strategy that keeps staff updated on the project’s development and makes it clear how they will be participating in the future.
Discuss The Outcomes in Groups.
Managers should organize meetings with their teams to go over the results of the team-specific survey item by item. Include everyone on the team and make sure everyone gets an opportunity to speak up. This proves that everyone’s viewpoint matters, which is a key aspect of engaging employees in the first place.
Select Action Items.
Be sure to identify which critical issues the team as a whole wishes to address, and which ones have the strongest link to greater employee engagement? For your specific strategy and culture, use the survey data to determine the areas with the highest link to engagement.
Once you’ve done this, rank the list and choose the top few priorities that have the highest probability of improving your condition in the next six months. Be sure to concentrate on what you can manage, as well as aspects that are directly related to your company’s strategic goals.
Be mindful to not invest time on things that don’t fit with your company’s strategy or culture.
Follow Up.
Meetings should be held on a regular basis to foster a sense of shared ownership and to assess progress. It’s all about taking responsibility at this stage. Rejoice in your victories and devise strategies for overcoming setbacks.
Final Thoughts
It’s critical to follow through following the collection of feedback. This will help employees to not only have faith in the system but also believe that their leaders value their input. Employee engagement grows 12 times more when leaders follow through on action plans co-created in team workgroups compared to firms that do not.
Raise Your Organizational Performance Using Ambivista’s Employee Engagement Surveys!
You can easily measure–and ultimately–increase your team’s engagement with Ambivista’s employee engagement surveys. Our engagement questionnaires are research-backed and targeted to your organizational strategy, goals, and design—ultimately providing insights into the factors that may be preventing employees from performing at their best.
