Battle Tested Tips to Communicate Employee Engagement Survey Results
How you communicate employee engagement survey results can make or break your engagement initiative. Why? Because how you communicate 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.
Thank everyone for participating. Reinforce how employee engagement fits into your overall business and talent management strategies. Share the participation rate.
And then be crystal clear about what is next in terms of timing, information flow, and next steps.
Typical engagement communication components in addition to the above include sharing the overall engagement scores along with the top 5 most and 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.
And then be clear about what is next in terms of timing, information flow, and next steps.
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 engagement levels, benchmarks against similar industries, sizes, and locations, favorable and unfavorable categories and items, and the top engagement items with the highest correlation to engagement for your company.
The final step is to share recommended actions, rationale, and next steps.
Four Tips for Each Phase
In each phase of communicating employee engagement survey results, follow these battle-tested tips.
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.
You want your front line managers and employees to own the process of making it a great place to work.
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.
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