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.
Why Employees Change Their Mind
3 Signs of Good and Bad Strategies
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.
LSA is an instrumental training outsourcing partner in helping us to build management capacity and strategically invest in our people. Their flexibility, depth, and breadth of expertise allows us to deliver top quality solutions that are directly tied to key business plans. Their ability to custom design, deliver, and evaluate our Management Curriculum has been excellent. They are true business partners and a pleasure to work with.
Margaret M. Mader
Vice President, Human Resources
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.
Director, Team Development
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.
Vice President of Human Resources
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.
Director, HR Business Partner
LSA has been a tremendous asset to my portfolio, both at my current company and my past company. As an HR leader, I am always looking for ways to find external resources that can provide a solution to our management training needs. LSA does that for me. Their solutions are presented in a much more leadership-oriented manner so as to be crisp, business relevant, and easy to apply right back on the job. I will continue to augment our programs using LSA solutions.
VP of Human Resources
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.
Director of HR
I consistently look to LSA Global when I need custom programs put together for my client groups. I can always count on LSA to do a thorough needs analysis and to put together spectacular programs that are well received. Their management development and performance management expertise and professionalism make them one of my top-rated learning and development partners.
HR Program Manager
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.
Director of Human Resources
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
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.
HR Project Manager - Training & Development, PHR
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
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.
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.
Firmware Engineering Manager
The refreshing thing about LSA is that they focus on understanding our business situation and helping me succeed instead of selling a product. With over 150 experts, they are an invaluable resource that helps me deliver higher quality results faster. I recommend them to anyone looking to improve the performance of their workforce.
VP of Human Resources
Download key published insights and tools from industry experts highlighting best practices in the areas of talent, strategy and culture.
Want to know how you stack up against leading organizations? Receive a complimentary benchmarking analysis courtesy of an LSA Expert.
Get up to speed on timely solutions critical to your business. Published by LSA Experts based upon client feedback and key industry trends.
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.
Stay up to do date with the latest information on how we help high growth companies align their culture and talent with strategy.
Real world consulting and training approaches from LSA projects, providing insights on how your company can outperform the competition.