6 Key Steps to Implement Employee Engagement Survey Results

Implement Employee Engagement Survey Results

Are You Confident In Your Ability to Implement Employee Engagement Survey Results?
Now that your employee engagement survey results are in, the real work begins. It is clear that there is room for improvement. Your goal is to identify the handful of key actions to implement employee engagement survey results to measurably increase your employees’:

  • Level of advocacy for your company and its solutions
  • Daily discretionary effort
  • Intent to stay for the long-term

An Employee Engagement Survey Is Only The First Step
An annual engagement survey is just the first step in understanding what matters most to your workforce and improving engagement levels. You’re on the right track…just keep going to reap the benefits.

Six Key Steps to Implement Employee Engagement Survey Results
Here are six proven steps to implement employee engagement survey results to reach the “finish” line and maximize the results of your employee engagement initiative.

1. Share Company-wide Engagement Survey Results and Plans for Next Steps
In order to best implement employee engagement survey results, your engagement communication plan should have three main phases.

  • First, acknowledge and thank everyone for their participation
  • Second, provide an executive summary of the response rates, key findings and insights
  • Third, communicate the detailed results and indicate detailed plans for next steps

Whatever communication mode you choose for each step, be sure to be honest, open and objective.

The Goal of This Step
Leaders are aligned with next steps and employees:

  • Feel appreciated for participating
  • Understand the company-wide results
  • Are clear about what leadership plans for next steps

2. Discuss Team-level Engagement Results In Smaller Meetings
Organizations with consistently high employee engagement scores expect and equip managers to work directly with their teams to meaningfully improve employee engagement.

  • After the company-wide engagement results and next steps have been communicated to the entire organization, it is time for your managers to gather their teams together for the purpose of talking openly about what the engagement results mean to them and their team.
  • Make sure your managers can encourage tough questions, surface important issues and involve all team members without worry of repercussion or censure.

The Goal of This Step
Teams have held open and honest discussions about what the results mean to them and their teams.

3. Have Teams Agree Upon and Identify 2-3 Employee Engagement Improvement Areas
After your teams have openly discussed the findings and what they mean for them, it is time for the team come to agreement on the 2-3 key engagement areas that deserve the most attention to best implement employee engagement survey results. Examples of employee engagement areas of focus include:

  • Manager Effectiveness
  • Trust in Senior Leaders
  • Communication
  • Job Satisfaction
  • Teamwork
  • Feeling Valued
  • Trust with Co-Workers
  • Alignment with Goals
  • Performance Management
  • Collaboration
  • Training
  • Change Management

The more involved the team is in identifying the areas that matter most to them, the more they will be committed to the changes required to improve employee engagement.

The Goal of This Step
Teams have identified the critical few 2-3 engagement areas to directly improve employee advocacy, discretionary effort and retention in a way that aligns with the company’s strategy and organizational culture.

4. Have Teams Define Success and Potential Solutions
Once your team has identified the critical few high-level engagement areas they want to impact, it is time to select the specific items to improve and plan how you will measure success.  For example, for the engagement area of manager effectiveness, a common question for fast growing teams who want to improve that is highly correlated to improved engagement is “There is open and honest communication between employees and managers.”

After you have selected the area and survey item you want to improve:

  • Agree upon what it means to your team
  • Identify why your team’s performance isn’t where you’d like it to be
  • Specify how you will measure success
  • select potential solutions that will get you where you want to be

Make sure the potential solutions are “implementable” in your corporate culture and aligned with the overall business strategy. Then make sure you get solid answers to the following questions:

  • What does improvement in an area mean to you and your team?
  • How do your selected action plans directly align with the company’s strategy?
  • What are the potential barriers to success?
  • Who are your key stakeholders?
  • How important are your engagement initiatives compared to other team priorities?
  • How will you monitor progress and measure success?

Be prepared for some difficult conversations. If, for instance, survey results have shown that there is a lack of trust on the team, discussion of the reasons for this improvement area could be uncomfortable.

The Goal of This Step
Teams have agreed upon success metrics and potential solutions to improve employee advocacy, discretionary effort and retention.

5. Decide Upon and Implement Next Steps
After you have agreed upon the engagement success metrics and potential solutions to improve, it is the time to prepare to take action. With your team:

  • Agree upon the specific steps needed for improvement
  • Set up a reasonable process for implementation that is fully supported by company leadership
  • Share responsibility for the various tasks so all team members are aboard, have a stake in success and are held accountable

Most leading companies hold leaders and managers accountable to measuring and improving employee engagement scores as part of their performance dashboard.

The Goal of This Step
Teams have an agreed-upon action plan supported by company leadership that managers are held accountable for executing.

6. Meet Regularly To Report On and Evaluate Progress
You now have the plan. Make sure that it is being rolled out according to schedule and that it is working as hoped. If not, figure out what needs to be adjusted or changed.

Just keep at it and let people know where you stand. Most leading companies review progress monthly and results quarterly.

The Goal of This Step
Measurably improved levels of employee engagement.

The Bottom Line
Change, especially as it relates to employee engagement, is an iterative process. Cycle through steps 1 to 6 as each objective is met and then move on to the next improvement area. As the team functions more smoothly, team members will be more committed to working effectively together.

To learn about more actions to take, download The Top 10 Most Powerful Ways to Boost Employee Engagement

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Congratulations on your pro-activity in establishing this program and developing such an effective New Employee Orientation course.

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President and Chief Executive Office

Fujitsu

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.

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Vice President, HR and IT

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

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

“We turned to LSA to help us custom design and deliver a leadership and management development curriculum to help drive performance. They have done an excellent job diagnosing the business situation, designing an approach that fits our culture, and delivering a first class solution.”

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We partnered with LSA to pilot a customized behavioral interviewing program to help ensure that we continue to hire the best and brightest as we continue to rapidly scale. LSA’s ability to understand our business and our unique culture combined with their desire to ensure that the best practices framework truly fits our performance environment and is highly adopted by our people is a real blessing. Most other firms want to just ‘give you training.’ Not LSA, they are focused on helping me hit our hiring forecasts and attract A players.

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AKQA

LSA’s consultant designed and delivered a half-day team building solution for our recent conference. It included careful customization to integrate the design with our new mission and values. Everyone had fun and identified key issues with our teamwork. Altogether a great program!

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