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.

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 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

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

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

What a personal and professional pleasure it has been to Partner with LSA. They are truly a strategic partner with Wyse. For more than 5 years, LSA has been engaged in delivering various training and development solutions for Wyse, from custom on-site programs targeting specific core competencies, to working individually with clients to build job skills, and offering invaluable services to me and my team as we continue to build our learning programs. LSA’s representatives do more than sell a product, they offer a full service solution: they understand our business, our strategic initiatives, and the needs of our customers.

Jeff Rangel
Director of HR

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

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

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

VNUS Medical has been very pleased with the effective management development programs that LSA Global has delivered for us over the last four years. The programs have been universally facilitated by experienced and best in class instructors. The knowledge gained by our management team has been put into practice very quickly. VNUS is very happy to be working in partnership with LSA because they consistently deliver excellent programs that receive exceptional feedback from our management team.

Cindee Van Vleck
Director Human Resources

In the Next Generation Management Development courses, I was trained with skills and tools that have made me and my team more productive, motivated, and successful at communicating with other departments.

 

Kevin Ashman
Firmware Engineering Supervisor

The Next Generation Management Development courses have helped me communicate more effectively with my peers and teammates. By utilizing effective communication techniques such as clarifying and confirming, and asking open ended questions, I have been able to clarify and understand information in situations where I would have otherwise asked limited questions and made false assumptions.

Robert Breckner
Firmware Engineering Manager

LSA’s Employee Engagement Consulting and Survey work has provided critical visibility into: how well our people are holding up under the general economic environment, as well as, the specific challenges that face biotechnology companies in their efforts to discover and develop new medicines; their level of alignment and commitment to XOMA’s Vision and mission critical strategies; how leadership practices and management systems support an environment that engender commitment, and the specific actions that our leaders can take to improve on areas that are important to our people. I highly recommend LSA’s employee engagement solutions.

Chris Wells
Vice President, HR and IT

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.

Jeff Coon
Director 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.

Anita Luckinbill
Director, Human Resources

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