The Most Important Step
Once the results of your engagement survey are in, the most important step is how you share employee engagement results with your employees. Communicate well and you inspire their participation and buy-in for your engagement initiatives. Communicate poorly and you risk losing the trust of your people and even cause disengagement.

5 Tips on How to Share Employee Engagement Results
Your goal is to communicate effectively so that you can follow with meaningful actions that will improve employee engagement, not make it worse. Here are five research-backed steps you should follow to do it right.

  1. Thank Employees for Participating
    As soon as the engagement survey closes, top leadership should send an email or verbally thank all those who participated. This is your opportunity to show that you appreciate employees’ time and value their feedback, and to outline specific next steps in the process to improve discretionary effort, advocacy, and loyalty.

  2. Provide a High-Level Overview of the Engagement Results
    Within a week of the survey closing, highlight key survey results that apply to employees company-wide – both positive and negative. The purpose of this engagement communication is to highlight and celebrate strengths, to honestly share opportunities for improvement, and to keep the feedback and process of improving employee engagement top of mind.

  3. Analyze the Results
    Within a month of the survey close, review survey results in more detail with HR and senior leaders. Look for the overall engagement score, organizational vs. departmental trends, strengths, weaknesses, and opportunities. The goal is to create an overall employee engagement strategy and action plan that is fully supported by company leaders.

    Some companies may choose to include representative stakeholders from all sectors including managers and employees. This will depend on your culture. If only senior leaders are involved in the analysis of results, assign employee focus groups to dig into the results in greater depth to explore and debate leadership’s targeted initiatives.

  4. Announce Detailed Results
    About 30 days after the survey closes, provide all employees with more detailed results along with intended areas of focus, actions already agreed upon, and future follow-up plans. This is how you demonstrate that the survey was not just curiosity-driven but decision-driven.

  5. Break Down into Teams
    At this point, it is time for managers and their teams to review the results so they can discuss them at a more local level and in their team-specific context. Here is where the rubber meets the road.

    As in all the communications, follow best practices. Be open, be clear, respect employees’ responses, avoid debate over who’s right and who’s wrong, ask for questions, maintain survey confidentiality and, as a facilitator of the process, stay objective.

The Bottom Line
Don’t squander the potential positive changes that an engagement survey can signal by poorly communicating results and next steps. Share employee engagement results openly, honestly, and in a timely manner.

To learn more about how to boost employee engagement, download 7 Tips on How Managers Can Increase Employee Engagement through Communication

Pin It on Pinterest

Share This