Analyze Employee Engagement Results
Far too few organizations fully analyze employee engagement results to identify what matters most to attract, develop, engage and retain their key talent. They take a simple, bird’s eye view of their employee engagement survey results. They look at overall scores, weaknesses, and strengths and then decide to work on a couple weak areas.
This is a fine place to start, but if your approach is feeling stale and has little result, it’s time to take on more advanced data analysis.
10 Ways to Better Analyze Employee Engagement Results
If you want to get the most from your engagement survey results, follow these ten tips to understand what it will take to improve employee advocacy, discretionary effort and intent to stay.
1. CONDUCT A DRIVERS’ ANALYSIS
Engagement drivers are survey items that are actionable, as opposed to engagement outcome items, which purely diagnose the level of engagement. Drivers are survey items that affect, or drive, the overall level of engagement. All drivers impact engagement; however, some make a larger impact on engagement than others.
This varies from organization to organization and even varies from year to year, from department to department, and from person to person within an organization.
What’s a drivers’ analysis?
A driver’s analysis will identify which survey items have the biggest impact on engagement in your organization. For example, take these drivers:
Through a drivers’ analysis, you might discover that those who rate driver #1 high are highly likely to be highly engaged overall. You might also discover that there is a lower correlation between high ratings on driver #2 and overall engagement level.
Your best strategy is to understand what’s driving engagement in your organization, identify weak areas within your top drivers, and implement programs targeted at improving those drivers.
Why you shouldn’t just focus on low-rated items.
A natural response to survey results is to look at your lowest performing items and work on improving them. However, what if your lowest performing items don’t show a very high correlation with overall engagement? You could be wasting efforts to receive little result.
2. SEGMENT YOUR RESULTS
Undoubtedly, your organization is not exactly the same from location to location, department to department, or team to team. Different types of employees experience your workplace differently, due to a variety of factors, such as who their manager is, what kind of work they’re doing, and who they interact with. This is why it’s important to dig deeper than aggregate organizational survey results and segment your results based on demographics that make sense to your organization.
By segmenting your results, you might discover some areas are more engaged than others. Use these differences to your advantage as you determine your follow-up plan.
Take advantage of your strengths.
Apply a segmented drivers’ analysis.
You can apply the same drivers’ analysis to targeted demographics like department, location, age group, etc. You might discover that one department is more driven by recognition than another or that your younger employees are more driven by professional development opportunities. Use this insight to develop targeted plans for improvement.
Hone and tailor follow up.
Segmenting your results allows you to develop a tailored and more strategic follow-up plan. Engagement isn’t one-size-fits-all. To really increase engagement, you need to understand your people, their workplace experiences, and what drives them to work for you.
When you can customize your employee follow-up and new initiatives to targeted employee groups, you’ll be more successful in increasing engagement organization-wide.
Segmenting your results doesn’t have to mean extra work on your part. Make it easy; build demographics into your tool. A savvy survey tool and reporting system can do the extra analysis for you. When you input employee demographics on the front end, digging deeper in your reports can happen online with just a couple clicks.
3. COMBINE MULTIPLE SURVEYS INTO ONE
Who ever said your engagement survey should only be an engagement survey? Broaden your scope to tackle more survey topics at once or to include other topics you’d like to compare to engagement.
What other surveys does your organization conduct over the course of the year? If none, what other non-engagement topics (safety, strategy changes, org. changes, sales effectiveness, etc.) would you want to collect feedback on? You could combine these questions on one survey and leverage a savvy survey system with built-in demographics, so only the right people see the right survey items.
4. ASK FOLLOW-THROUGH QUESTIONS
One popular topic for our engagement surveys focuses on company and manager follow-up. Adding a couple questions about whether or not the employee’s boss followed up after the last survey can give you the ability to analyze employee engagement results among those whose managers followed up and those who didn’t.
5. MAKE EMPLOYEES ACCOUNTABLE AND PART OF THE PROCESS
Who is responsible for employee engagement in your organization? Most will answer HR and leadership; some will also include managers. But one important group is rarely held accountable: employees.
Actively Involve employees.
After you analyze employee engagement results, employees have to bring themselves to the table. They have to accept that there’s an unwritten agreement between them and the organization, and each entity has to deliver on its end of the deal. The employee has to choose to be engaged, and the organization has to foster the choice that the employee continues to make every day.
Here are a few ways employees can actively participate:
6. ACTIVELY INVOLVE MANAGERS
Managers play a critical role in engagement, both in impacting employees’ experience and understanding the unique challenges and opportunities of their teams. It is important to equip your managers with the time, resources and tools they need to impact engagement.
Give managers access to their team’s results and drivers.
One way to segment, analyze, and act on results is to look at the results of individual departments or teams within departments. Presenting organization-wide results is important, but take the next step and empower managers to look at results within their teams. As part of this process, managers should address results with their individual teams and work with their employees to dig deeper and brainstorm ways to improve engagement on their team.
Provide managers with guidelines on appropriate steps for follow up.
Most often, managers will look to you for guidance on how to follow up with employees. Since there’s opportunity for managers to become defensive, you want to make sure they understand how to handle employee feedback appropriately and continue conversations with their teams.
A recent study showed that employees whose managers didn’t follow up showed a decrease in engagement by 6 points the following year. Even if you effectively analyze employee engagement results, without follow-through, the work is wasted.
7. HOLD MANAGERS ACCOUNTABLE
If you’re taking engagement seriously as a core competency of your organization, your managers need to share in this skill and responsibility. One surefire way to gain their involvement is to hold them accountable. Here are some ideas:
8. GO ABOVE AND BEYOND ACTION PLANNING
So you’re involving managers in the action planning process. They have access to their reports. They’re meeting with their teams to share results and make plans. And now they’re ready to take action. But are they equipped to make improvements?
Provide managers with resources and development.
Most managers have made their way to their position because they are experts in a specific skill set, not because they are experts at managing and engaging employees.
Take action planning a step further and provide managers with resources to support their next steps and analyze employee engagement results. Ideally, for each driver item on your survey (each item that a manager’s team might choose to work on), you should have related resources, such as articles, books, or videos that can provide managers the insight they need to move forward.
You can’t expect your managers to improve things like recognition, trust, or goal alignment without help. Providing managers with resources on the areas they’re working on can help ensure they are successful in their efforts to improve their teams.
Don’t have time to create custom content for your managers? The right tool will do this for you. Look for a survey partner that has manager resources built into the action-planning tool to analyze employee engagement results.
9. CELEBRATE & COMMUNICATE ENGAGEMENT SUCCESS
How often is employee engagement part of your workplace’s conversation? When you make it a topic of ongoing discussion, employee engagement can become a sustainable, business-driving part of your culture. One way to do this is to incorporate it into your internal communications.
Here are some ideas:
10. TAKE A HOLISTIC APPROACH
Stop thinking engagement is just a survey project. For organizations that want to make their workplace a “great place to work,” employee engagement is an ongoing strategic initiative. A holistic approach to engagement involves the following stakeholders consciously making it a priority and part of discussions all year round:
A holistic engagement approach also leverages tools outside of the regular survey to help analyze employee engagement results such as:
The Bottom Line
If you want to get the most from your engagement survey results, follow these ten tips to better analyze employee engagement results. They will help you to identify what matters most to attract, develop, engage and retain their key talent by improving employee advocacy, discretionary effort and intent to stay.
To lean more about improving employee engagement, download 10 Most Powerful Ways to Boost Employee Engagement
Why Employees Change Their Mind
3 Signs of Good and Bad Strategies
We consider LSA Global our outsourced learning and development partner. We worked closely with LSA to customize a management development program to meet our growing business needs. I would highly recommend LSA to any company wanting to deliver quality learning solutions.
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.
HR Program Manager
I’ve partnered with LSA Global at two companies now, and I consider them a valuable and trusted training and consulting resource. They recommended just the right solution to address our management development needs and have wonderful facilitators that match YuMe’s culture and style of our management team. I would highly recommend LSA Global to any company wanting to deliver quality learning solutions with a valuable learning and development partner.
For our go to training outsourcing partner, LSA provides exactly what we want. As always, they deliver outstanding work!
Director, Organizational Excellence & Development
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.
LSA is an instrumental training outsourcing partner in helping us to build management capacity and strategically invest in our people. Their flexibility, depth, and breadth of expertise allows us to deliver top quality solutions that are directly tied to key business plans. Their ability to custom design, deliver, and evaluate our Management Curriculum has been excellent. They are true business partners and a pleasure to work with.
Margaret M. Mader
Vice President, Human Resources
LSA helped us design and deliver a blended learning solution for our leaders to help drive our growth plans in a way that aligned with our specific culture and values. LSA understood our business, had deep expertise in the content areas, tailored the programs to fit our specific needs, and delivered great results. They constantly strive to deliver business impact and align their solutions with our business initiates, culture, and performance management systems. I highly recommend them to anyone looking to take their leaders to the next level.”
Beth A. Taylor
Vice President of Human Resources
We partnered with LSA to pilot a customized behavioral interviewing program to help ensure that we continue to hire the best and brightest as we continue to rapidly scale. LSA’s ability to understand our business and our unique culture combined with their desire to ensure that the best practices framework truly fits our performance environment and is highly adopted by our people is a real blessing. Most other firms want to just ‘give you training.’ Not LSA, they are focused on helping me hit our hiring forecasts and attract A players.
Director of Global Recruiting
LSA exceeded all my expectations. We interviewed 7 potential training and consulting partners and selected LSA due to their expertise, flexibility, and breadth and depth of solutions. We were able to construct a management training course from the modules most appropriate to our needs, and are able to provide additional training from their well developed portfolio of experts. Our managers galvanized as a team throughout the session and are better prepared for the rigors of a competitive market.
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.
HR Manager, BU Radiology Informatics
I highly recommend LSA Global to anyone who is looking to improve individual or organizational effectiveness through their top quality programs and broad range of expertise.
VP of Human Resources
We partnered with LSA Global to help us invest in our people in the areas of performance coaching, diversity, and inclusion. They focused on helping us succeed and were very flexible in meeting our specific needs. LSA Global exceeded my expectations from a speed, quality, and value standpoint. I would recommend LSA Global to anyone looking for a true business partner.
Director, Human Resources
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.
Vice President, Human Resources
The refreshing thing about LSA is that they focus on understanding our business situation and helping me succeed instead of selling a product. With over 150 experts, they are an invaluable resource that helps me deliver higher quality results faster. I recommend them to anyone looking to improve the performance of their workforce.
VP of Human Resources
What a refreshing change from the half-baked psycho-babble you normally get from training and consulting organizations. LSA gives you the practical and results-oriented assistance you need to define and reach your goal. They provide a results driven plan – not just a temporary fix. They are great to work with, and even more importantly, they “get it!”
Vice President Human Resources
Download key published insights and tools from industry experts highlighting best practices in the areas of talent, strategy and culture.
Want to know how you stack up against leading organizations? Receive a complimentary benchmarking analysis courtesy of an LSA Expert.
Get up to speed on timely solutions critical to your business. Published by LSA Experts based upon client feedback and key industry trends.
First we identify the key metrics you want to improve. Then we assemble a dedicated team of elite experts who have successfully solved similar problems with similar clients.
Stay up to do date with the latest information on how we help high growth companies align their culture and talent with strategy.
Real world consulting and training approaches from LSA projects, providing insights on how your company can outperform the competition.