6 Key Steps to Implement Employee Engagement Survey Results

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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’:

  • Advocacy for your company, its leaders, and your core offerings
  • 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.  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.

  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 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.

  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 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.

  3. Have Teams Agree Upon and Identify 2-3 Key Action Areas
    After your teams have openly discussed the findings and what they mean for them, it is time for them to agree upon the 2-3 key engagement areas that deserve the most attention to best implement employee engagement survey results.

    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.  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.

  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 survey items to improve and plan how to measure success.  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.

  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 and 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.  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.

  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 share results quarterly.

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.

Farhat Ali
President and Chief Executive Office

Fujitsu

What a refreshing change from the half-baked psycho-babble you normally get from training and consulting organizations. LSA gives you the practical and results-oriented assistance you need to define and reach your goal.  They provide a results driven plan – not just a temporary fix. They are great to work with, and even more importantly, they “get it!”

David Fiano
Vice President Human Resources

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.

Ken Boehm
VP of Human Resources

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

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

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

Avon’s success is dependent on strong relationships among our Customers, Representatives, Associates, and outside resources we hire to help us meet our business objectives. We were very pleased with the results from working with LSA Global to design and facilitate a custom program for our events management team. LSA demonstrated responsiveness, flexibility, and an innovative approach to working with us.

Deanna Rudnitsky
Senior Manager, HR Destiny Sales Region

SeaTel has found our partnership with LSA Global to be very valuable and beneficial. We turned to LSA to customize a supervisory/leadership solution to meet our needs. LSA delivered a customized top quality solution. I’d recommend LSA Global to any company looking for a best-in-class training and consulting partner.

Kortney Riddle
HR Manager

Hyperion has a commitment to lifelong learning. LSA helps us provide the right business sales training, management training programs, and leadership development programs at the right time to meet the needs of both individuals and departments. I especially appreciate their ability to listen to my needs and recommend the appropriate facilitators, solutions and content.

Sarah Parks
Senior Project Manager

Hyperion

The LSA Global team was very receptive and flexible to our needs every step of the way. Their staff and facilitator demonstrated attention to detail, responsiveness, and professional courtesy. The participants were thrilled with the outcome and rated the communication skills workshop and the facilitator as ‘Excellent’. I’d highly recommend working with the LSA Global team to meet your professional development needs.

John Mastrorilli
FRDP Leader

Intuit

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

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 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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Director of Global Recruiting

AKQA

The Managing Virtual Teams program was extremely valuable. Your consultant/ facilitator’s fundamental knowledge of Synopsys as a company provided an incredible base to build upon while tackling the complications of managing and working with globally distributed teams. My team walked away walked away with highly useful practices and tools. It was an excellent use of our time.

Debra Martucci
Vice President, Information Technology

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

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