5 Actions to Take After Your Employee Engagement Survey

Question marks around a head as a businessman wonders what actions to take after your employee engagement survey

Actions to Take After Your Employee Engagement Survey
Good for you…you surveyed your workforce to check on their level of employee engagement. But you need to realize that asking the questions posed in the engagement survey is only the first step toward improving levels of employee advocacy, discretionary effort and retention.

What Happens if You Do Not Follow Through on Your Survey Results?
If you ask questions without following up, you might actually worsen the situation.   When you ask employees for feedback, you raise employees’ expectations that their work environment will improve. Ignoring the results will undermine their trust in company leadership and reduce their level of commitment to the business.

5 Actions to Take After Your Employee Engagement Survey
So follow-up action is needed…

1.  Share the Feedback and a Timeline
Start by sharing the overall employee engagement survey results. This can be at a fairly high level at first focusing on the most favorable and unfavorable categories. Work teams will drill down later as they analyze which moves will have the most impact. But let your workforce know that you as leaders are committed to making changes.

Then set up a timeline and communication system that keeps them informed of progress and be clear about how they will be included going forward.

2.  Discuss the Results in Teams
Managers should hold meetings with their work groups to talk about team specific survey results, item by item. Include the whole team and make sure everyone has a chance to share their perspective. This demonstrates that everyone’s opinion counts…in and of itself an important part of engaging employees.

3.  Choose a Few Items to Focus On
Which key items does the team as a whole want to address that have the highest correlation to increased levels of employee engagement? Use the survey results to identify the top areas and then prioritize the list and select a few priorities that you can work on in the next six months.

4.  Design Your Plan of Attack
Using a proven brainstorming method, gather input on specific steps you can take to address the issues raised that make sense for your company’s strategy and workplace culture. Refine the list and then set up “owners” for each task; establish a timeline for delivery and dates for follow-up meetings.

5.  Follow Up
Meet on a regular basis to create joint ownership and check on progress. At this point, it’s all about accountability. Celebrate wins and figure out ways to overcome unforeseen challenges.

The Bottom Line
Employee engagement action planning is crucial. When leaders take engagement survey results seriously and involve workers in solving the problems that come to light, employees trust the system and believe that their leaders care. And when leaders follow through on action plans that are co-created in team work groups, employee engagement increases 12 times greater compared to those companies who do not.

Go ahead and ask the questions as long as you are committed to taking meaningful steps toward improvement.

To learn more about actions to take after your employee engagement survey, download Employee Engagement Mistakes: Are You Aimlessly Engaging Your Employees?

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Congratulations on your pro-activity in establishing this program and developing such an effective New Employee Orientation course.

Farhat Ali
President and Chief Executive Office

Fujitsu

Hyperion has a commitment to lifelong learning. LSA helps us provide the right business sales training, management training programs, and leadership development programs at the right time to meet the needs of both individuals and departments. I especially appreciate their ability to listen to my needs and recommend the appropriate facilitators, solutions and content.

Sarah Parks
Senior Project Manager

Hyperion

We contacted LSA to help us with customized management development. LSA worked with me to identify a solution that would meet our exact needs. We decided to start at the top and ran the program for our executive team. It was such a great success that we hope to roll it out companywide. We look forward to a long-term partnership with LSA Global and their team of experts.

Barry L. Byrd, SPHR
Human Resources Manager

LSA provided top notch solutions right when and how we needed them. They exceeded my expectations from a speed, quality, and cost standpoint. I recommend them to anyone looking for a true business partner in the Learning and Development arena. The breadth and depth of their expertise has helped us hit tight deadlines across multiple projects.

Fortune 500 Financial Services Company
Director of Infrastructure & Technology

Thank you to LSA Global for their partnership and support in helping us to design and roll-out our valuable management development training program. I personally have partnered with LSA Global at four of my previous companies. It continues to be a delight working with LSA. We look forward to partnering with them at Blackhawk Networks for future training and consulting needs.

Suzanne Kinner
VP Human Resources

Blackhawk Network

We recently partnered with LSA Global to offer our Supervisors and Managers a customized two-day management training program. Everyone who attended said it was by far the best management training program they had ever attended. The content was rich and highly interactive. The case studies were relevant. Each participant walked away from the training much better equipped to lead their teams.

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Director 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.

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Director of Global Recruiting

AKQA

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HR Program Manager

Rambus

Understanding and conforming to legal compliance was very important to our company. We turned to LSA Global to provide a quality and cost effective way to ensure that we were AB 1825 compliant. Their interactive eLearning program was top-notch. It allowed our managers to learn at their own pace, and on their own time. The program was tailored to include our logo and our internal harassment policies. It was interactive and met all federal and state legal requirements. I would highly recommend LSA Global to any company looking for an efficient and effective and top quality way to train their managers to be in compliance.

Kelly Warren, SPHR
Director, HR & Compliance

I’ve been associated with LSA for the last 8 years and have found them to be an extremely professional, well managed full service training organization. Since working with LSA, I’ve participated in a number of solutions ranging from Performance Management to Assertiveness Training – I’ve found that the quality of the resources is superior. They are well prepared and have definitely done a considerable amount of pre-work in order to customize our culture and business into the total learning experience – making it most beneficial for our employees.

Duane Schroeder
Human Resource Manager

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.

Janice Passarello
Director of 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.

Steve Feller
Vice President, Human Resources

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

Our company engaged LSA to do a specialized “train the trainer” program, and the consultant’s performance outdid our exceptionally high standards for such a program. Very crucial to the success of this program was the work done upfront to discuss our needs and to interview key members of our organization so that the program specifically met our goals. Our facilitators continue to comment on the success of the program. Thanks also for the follow-up.

Frank Abbott
Chief Financial Officer

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

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