How to Communicate Employee Engagement Survey Results – Battle Tested Tips

How to Communicate Employee Engagement Survey Results

Battle Tested Tips to Communicate Employee Engagement Survey Results
How you communicate employee engagement survey results can make or break your engagement initiative.  How you communicate employee engagement survey results to your employees is as important as what you do with the data.

Communicate Employee Engagement Survey Results in 3 Phases
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 engagement communication components in addition to the above include:

  • 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 and 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 engagement 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
  • 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
  • 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.

The Bottom Line
How you communicate employee engagement survey results can make or break your ability to increase employee advocacy, discretionary effort and intent to stay.  Follow these battle tested tips to get it right.

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

Share:
Facebook Twitter Google+ Email LinkedIn

Comments are closed.

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.

Mitch Mandich
CEO

Edify

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

For our go to training outsourcing partner, LSA provides exactly what we want. As always, they deliver outstanding work!

Elizabeth Siebert
Director, Organizational Excellence & Development

Intuit

LSA Global’s consultant brought a fresh perspective to our behavioral based interviewing strategy for two key executive positions we needed to fill, and their consultant helped us develop questions that produced a much deeper understanding of candidates’ capabilities. I am confident that the two new executives joining our organization have the right skills to add significant value. Throughout the process LSA was also very responsive in dealing with short lead time requests.

Because of the unique nature of our business, Excel is a core application in our accounting organization. After three attempts to find an Excel consultant who is capable of helping our finance team integrate advanced applications into our work processes we found LSA and Alex. He was not only a “Real” Excel expert but was masterful in helping us identify where to use Excel applications in our processes to increase our group’s efficiency.

SPO Partners & Co
Kim Silva, CFO

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

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

Thoratec

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

I have worked with LSA Global at previous companies and welcomed the opportunity to bring them in to support my new organization. We worked closely with LSA to design a solution for our Client Partner Teams and Management Training on both coasts. LSA designed a customized solution for our business and organizational culture. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner that makes an impact.

Laurie Torres
Chief People 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

We engaged LSA to design and deliver a 6-month custom executive coaching program for a group of our key leaders. The focus of the program was to help a core group of senior leaders to leverage previous investments in management training, to ensure the engagement and retention of key employees, and to push critical strategic initiatives forward. Even with the high expectations of our senior people, LSA has completely exceeded our expectations. I would recommend them to anyone looking to create and implement a custom coaching methodology using proven tools to drive true change.

Ivan Fukumoto
Senior HR Manager - Staffing, Training, & Development

On behalf of Roche and my staff I would like to sincerely thank you for your help with this. The English as a Second Language (ESL) assessment and coaching that you provided for our team was a great success.

Cam Greig
Associate Director

Roche

I have worked with other training companies and found it to be more of a seller/buyer relationship than one of matching the right expertise to our business issues. That’s what LSA does – ask the hard questions, listen, and understand our business needs. We receive the benefit of their expertise from assistance with personal development plans to enhancing team performance, to looking at enterprise-wide challenges. It’s all about helping our business succeed as we grow. Right now, LSA is providing great ideas, a fresh approach, and valuable guidance as we develop our management team and accelerate our client relationship management results.

Kristin Westland-Kaune
Director, Team Development

I continue to be impressed by the level of leadership development and management expertise and quality of advice and facilitation that LSA has to offer. What a smart and client-centric group of great people who really know how to help leaders attract, engage, develop and retain top talent.

Tracy Esposito
Director, HR Business Partner

Over the years, both at 3Com and now at Redback, I’ve found LSA Global to be a valuable resource. The recent compliance program that they delivered for Redback’s executive and management team was the right solution, of the highest of quality, and customized to our business and culture. I would highly recommend LSA to any company looking for top quality solutions.

Gina Fulton
Vice President of Human Resources

Avon’s success is dependent on strong relationships among our Customers, Representatives, Associates, and outside resources we hire to help us meet our business objectives. We were very pleased with the results from working with LSA Global to design and facilitate a custom program for our events management team. LSA demonstrated responsiveness, flexibility, and an innovative approach to working with us.

Deanna Rudnitsky
Senior Manager, HR Destiny Sales Region

Evaluate your Performance

Toolkits

Toolkits

Download key published insights and tools from industry experts highlighting best practices in the areas of talent, strategy and culture.

More

Health Checks

Health Checks

Want to know how you stack up against leading organizations?  Receive a complimentary benchmarking analysis courtesy of an LSA Expert.

More

Whitepapers

Whitepapers

Get up to speed on timely solutions critical to your business. Published by LSA Experts based upon client feedback and key industry trends.

More

Methodology

Methodologies

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.

More

Blogs

Stay up to do date with the latest information on how we help high growth companies align their culture and talent with strategy.

More

Case Studies

Client Case Studies

Real world consulting and training approaches from LSA projects, providing insights on how your company can outperform the competition.

More