How to Communicate Employee Engagement Survey Results – Battle Tested Tips

How to Communicate Employee Engagement Survey Results

How to communicate employee engagement survey results can make or break your engagement initiative.

How you communicate the results of your employee engagement survey to your employees is as important as what you do with the data from your survey.   Based upon communication best practices and hard-learned experiences in the trenches, we recommend communicating employee engagement survey results in three main phases.

Phase 1 – Thank You For Participating

The first step to better communicate employee engagement survey results starts once the engagement survey has been closed.  We recommend immediately sharing the following.  Keep it short and to the point.

  • Thank everyone for participating.
  • Reinforce how employee engagement fits into your overall business and talent management strategies.
  • Share the participation rate.
  • Be clear about what is next in terms of timing, information flow and next steps.

 

Phase 2 – Initial High Level Results

The second step in how to communicate employee engagement survey results is to share the initial high level results with the organization. At this stage, you are not sharing any detailed analysis or actions plans.  Your objective is to maintain momentum to help ensure employees feel heard and appreciated.  Typical communication components include:

  • Thank everyone again for participating.
  • Reinforce how employee engagement fits into your overall business and talent management strategies.
  • Share the participation rate.
  • Share the overall engagement scores along with the top 5 most favorable areas and top 5 least favorable areas.  Note: You can also share anything else that people should know regarding any demographics or items that are important and can be shared without additional context.
  • Be clear about what is next in terms of timing, information flow and next steps.

Phase 3 – Detailed Results

The third step in how to communicate employee engagement survey results is to share the detailed employee engagement survey results with the organization. At this stage, you are sharing overall company and team-specific results, analysis or actions plans.  Your objective is to move from analysis to action in a way that makes sense for your unique talent management strategy and workplace culture.   Typical communication components in addition to the above include:

  • Employee engagement profiles detailing the percent of employees who are highly engaged, moderately engaged, barely engaged, and disengaged.
  • Benchmarks against your industry, size, location and high performers.
  • Favorable, uncertain and unfavorable categories and items.
  • Top 10 engagement items with the highest correlation to engagement for your company.
  • Recommended actions and rationale.
  • Detailed cascade, communication and change plans.
  • Specific next steps.

In each phase of communicating employee engagement survey results, follow these battle-tested tips.

1. Accept and appreciate the results for what they are
Employees should never feel guilty or threatened about providing their feedback.  Thank them regardless of the results to help them trust the survey process and your leadership team.  All follow-up conversations, communications and focus groups should be about understanding and creating positive actions to increase employee engagement levels – not placing blame or making excuses.

Do not debate opinions, get defensive, or try to change opinions.  Be humble.  Employee engagement surveys expose employee perceptions. To increase engagement, you want to validate employees’ feelings and experiences, not try to change their minds.

2. Focus on the feedback, not the people
Employee engagement survey responses should be 100% confidential. When reviewing employee survey results, focus on the insights, trends and potential actions for improvement.  Do not waste your time or your leadership credibility guessing who said what.

3. Be open, objective and clear
How you talk about the survey results sets the tone. If you want to improve survey participation and engagement, be open, objective and clear. Talk openly about the results – both good and bad. Communicate the findings objectively and be as clear and concise as possible about what you intend to do next.

4. Be collaborative and inclusive
Encourage and invite employees to provide additional feedback and ideas as you review survey findings. Foster an ongoing dialogue, ask for questions and ensure that they can review the data and create their own plans for improving employee engagement.

If you liked How to Communicate Employee Engagement Survey Results, download The Relationship Between Employee Engagement and Manager Effectiveness to learn more.

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The LSA Global team was very receptive and flexible to our needs every step of the way. Their staff and facilitator demonstrated attention to detail, responsiveness, and professional courtesy. The participants were thrilled with the outcome and rated the communication skills workshop and the facilitator as ‘Excellent’. I’d highly recommend working with the LSA Global team to meet your professional development needs.

John Mastrorilli
FRDP Leader

Intuit

LSA’s Employee Engagement Consulting and Survey work has provided critical visibility into: how well our people are holding up under the general economic environment, as well as, the specific challenges that face biotechnology companies in their efforts to discover and develop new medicines; their level of alignment and commitment to XOMA’s Vision and mission critical strategies; how leadership practices and management systems support an environment that engender commitment, and the specific actions that our leaders can take to improve on areas that are important to our people. I highly recommend LSA’s employee engagement solutions.

Chris Wells
Vice President, HR and IT

Each program is preceded by an assessment of the participants. The course is then designed to fit the specific parameters and needs of the group. The highly interactive delivery is provided by recognized experts in their fields. On the spot coaching is provided during the program and each participant receives individual follow-up after the course. Courses can be delivered in-person or virtually. Given the nature of Cisco’s business and the way we operate, these remote workshops are a must for anyone who joins our company. Their work is eye opening. Great content and fantastic delivery.

Frank J. Kuypers
Business Development Manager

We signed up with LSA early on–as their 22nd Member! Since then, our organization’s learning needs have increased and decreased and increased again with the changing times. The beauty of the LSA business model is its flexibility…when we needed to supplement our own internal resources, we used LSA services knowing that we could depend on the outstanding quality of the leadership development and management training programs they provide.

Margie Bunting
HR Manager

LSA helped change our entire culture around meetings, making them more effective and efficient, thus enabling us to concentrate on driving more business.

Terry Wassman
VP of Human Resources

Harmonic has worked with LSA for over 8 years. We have found their partnership extremely beneficial. We recently implemented a Management Development Program that was designed and customized to support our company’s strategic initiative of hiring, building, and retaining key intellectual property and human talent. We worked closely with LSA to target and implement the right solutions with the greatest impact. I would recommend LSA to any company that’s looking for a trusted training and development partner.

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Director of Human Resources

The Managing Virtual Teams program was extremely valuable. Your consultant/ facilitator’s fundamental knowledge of Synopsys as a company provided an incredible base to build upon while tackling the complications of managing and working with globally distributed teams. My team walked away walked away with highly useful practices and tools. It was an excellent use of our time.

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Vice President, Information Technology

LSA has become the gold standard in team building and management training at Genomic Health! I have a hard time finding facilitators that come close to their level of customization, expertise and experience.

Emily Couey
Director of Human Resources

LSA’s approach and ability to bring the best resources to eBay has been a great asset. They really focus on helping us succeed in any way they can and are very flexible in meeting our management and talent needs.

Mike Normant
Learning & Development

ebay

We have been able to utilize LSA’s extensive network of top-notch resources to leverage our investment in employee development. The result has been the cost effective and highly efficient delivery of quality educational and management training programs.

Steve Feller
Vice President, Human Resources

I consistently look to LSA Global when I need custom programs put together for my client groups. I can always count on LSA to do a thorough needs analysis and to put together spectacular programs that are well received. Their management development and performance management expertise and professionalism make them one of my top-rated learning and development partners.

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HR Program Manager

Rambus

We value our relationship with LSA Global. We came to LSA because we wanted to improve overall behavioral based interviewing capabilities of our managers to increase the probability of both hiring top talent and future leaders. LSA designed a highly customized solution for our business and culture. We are currently rolling out this solution to our leaders. I would highly recommend LSA Global as a top quality resource.

Rae Phillips
HR Project Manager - Training & Development, PHR

We have worked with LSA Global for our learning and development needs and have always had great success. They helped us recently with customized Management Workshops that we held for the second time. It was fantastic, and I would highly recommend LSA to anyone that is attempting to get immediate and impactful improvements.

Mary Johnston
HR Manager, BU Radiology Informatics

LSA has been a tremendous asset to my portfolio, both at my current company and my past company. As an HR leader, I am always looking for ways to find external resources that can provide a solution to our management training needs. LSA does that for me. Their solutions are presented in a much more leadership-oriented manner so as to be crisp, business relevant, and easy to apply right back on the job. I will continue to augment our programs using LSA solutions.

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VP of Human Resources

VNUS Medical has been very pleased with the effective management development programs that LSA Global has delivered for us over the last four years. The programs have been universally facilitated by experienced and best in class instructors. The knowledge gained by our management team has been put into practice very quickly. VNUS is very happy to be working in partnership with LSA because they consistently deliver excellent programs that receive exceptional feedback from our management team.

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Director Human Resources

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