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.
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:
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:
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.
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:
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.
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