<img height="1" width="1" style="display:none" src="https://www.facebook.com/tr?id=585972928235617&amp;ev=PageView&amp;noscript=1">
UYC-logoNo-Subtext
UYC-logo-img-2

The Importance of Taking Action on Employee Survey Results

The Importance of Taking Action on Employee Survey Results
The Importance of Taking Action on Employee Survey Results

The Importance of Taking Action on Employee Survey Results

You’ve invested in an employee engagement survey for your company and have the results. Now what?

Employee engagement surveys can show how well company leaders are doing to build a strong culture of engaged employees. These surveys offer breakouts of what you are doing well and should continue doing while also providing information on what you could be doing better.

If employees are taking time to share how they feel, it will be essential for you to take note, but even more important to take action on what you learn.

One vital question asked on employee engagement surveys is:

I believe action will take place due to this survey.

Sadly, in most survey findings, the favorable number (those that believe positively about something) for this statement is never very high.

When you ask employees for their thoughts on engagement surveys, they have expectations in place for you to do something with the information they share. What you do with survey results truly matters. When action is taken, then employees begin to know their voice is valued, and they feel safe to share their feelings with you moving forward.

In the Engage 2023 Report, 42% of participants shared that their managers only “sometimes” or “rarely” do what they say they are going to do. This is distressing for long-term performance. If managers aren’t holding themselves accountable for promises made, what incentive do employees have to do the same? By acting on what you uncover in an engagement survey, not just saying you will, you can turn this percentage around by following through with promises made.

10 Questions To Included on Every Employee Engagement Survey

6 Reasons To Take Action on Employee Engagement Surveys 

Taking action on employee engagement surveys is important for several other reasons:

1. Improved employee satisfaction

Employee satisfaction is closely tied to engagement, and taking action on survey results can help improve both. By making changes based on survey feedback, companies can show that employees' opinions and needs are valued. Implementing changes based on employee feedback can increase satisfaction and improve morale, leading to a more productive workplace.

2. Increased retention

Engaged employees are more likely to stay with a company, which reduces your turnover rates and costs associated with replacing them.

3. Enhanced performance

When employees are engaged, they tend to be more productive, which leads to better overall business results. By making changes based on employee feedback, companies can create a work environment that supports and motivates employees to give their best at work.

4. Stronger decision-making

Feedback from employees can provide valuable insight into what front-line workers are experiencing, seeing, and feeling. Reviewing their perspectives can help leaders make informed decisions to improve performance and enhance business models.

5. Improved workplace culture

Taking action on employee feedback demonstrates that their opinions matter and help contribute to a strong, more positive workplace culture. Feeling valued and supported by sharing your thoughts can lead to higher levels of engagement.

6. Trust builder

When you take action on what you learn and continue to follow through, employee trust in leadership grows. Taking action on employee engagement survey results can lead to a more satisfied, productive, and stable workforce, which can have an impact on your overall business performance.

Employee Engagement Surveys: What to Do Next

What To Consider When Reviewing Employee Engagement Surveys 

Knowing that the steps and actions you take are an intricate piece to employee engagement, here are a few things to consider when you review employee engagement surveys.

1. Once survey results are ready, take time to understand what was shared.

  • What are you doing well?
  • Where are your opportunities to improve?
  • Which departments are shining?
  • Which departments need extra attention?
  • In what ways do we make our employees feel valued or undervalued?

2. Create strategies you plan to implement to grow in your areas of opportunity. This allows employees to know your plan of action in making changes to improve engagement.

3. Share the results (good and bad) with all employees.

  • Let them know the strengths and opportunities to improve that you uncovered.
  • Share strategies you plan to implement for positive changes moving forward.
  • Hold yourself and others accountable to these strategies consistently.

4. Conduct annual employee engagement surveys to review your effectiveness.

  • Did we improve in the areas we focused on as a leadership team?
  • Where did we shine?
  • What areas should we focus on now?

Conclusion 

Knowing how important taking action on engagement survey information is, decide your next steps to let employees know their voice is valued. What will you implement to show the importance of what was shared with you?

Remember to be transparent, even if it makes you uncomfortable. Admitting there is room for improvement is a good first step. Sharing these findings with all employees and revealing your plan of action for positive changes allows everyone to see that you heard them. To earn trust though, the most important step is to follow through and take action on that plan to better engage your employees.

Now Available! ENGAGE 2023: The Company Culture Report

Return to Blog

About Author

Deborah Fulghum

As a Senior Talent Analyst for The Center for Sales Strategy, Deborah helps companies identify top talent, develop natural strengths, and coach teams to utilize their talents for success. As someone addicted to positive cultures, she is also on the Up Your Culture team, where she coaches managers to improve employee engagement and elevate company culture.

CONNECT:
Related Posts
Why Are Employees Less Engaged Than a Year Ago? With Kate Rehling
Why Are Employees Less Engaged Than a Year Ago? With Kate Rehling
Clocking In, Zoning Out: Are Your Employees “All-In?”
Clocking In, Zoning Out: Are Your Employees “All-In?”
How To Help Your Employees Feel Like They Belong (So They Don’t Want to Leave)
How To Help Your Employees Feel Like They Belong (So They Don’t Want to Leave)

Leave a Comment