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’:
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. You just need to keep going to reap the benefits.
Six Key Steps to Implement Employee Engagement Survey Results
Here are six research-backed steps to implement employee engagement survey results to reach the “finish” line and maximize the results of your employee engagement initiative.
First, acknowledge and thank everyone for their participation. Second, provide an executive summary of the overall 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.
You will know you are headed in the right direction when leaders are aligned with next steps and employees feel appreciated for participating, understand the company-wide results, and are clear about what leadership plans for specific next steps.
Make sure your managers have the skills and confidence to encourage tough questions, surface important issues, and involve all team members without worry of repercussion or censure.
You will know that you are headed in the right directions when teams have held open and honest discussions about what the results truly mean to them and their teams.
The more actively 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.
You will know you are headed in the right direction when 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 culture.
After you have selected the area and specific survey items that you want to improve, identify why your team’s performance isn’t where you’d like it to be, define how you will measure success, and why improvement in that area would be important.
You will know you are headed in the right direction when you know what improvement in an area means to you and your team, have identified potential barriers to success, can name your key stakeholders, and have agreed upon how will you monitor progress along the way.
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.
You will know you are headed in the right direction when teams have an agreed-upon action plan, have created clear roles and responsibilities, and are being held accountable for executing the plan.
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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