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…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.
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:
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.
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:
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:
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:
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:
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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