Employee surveys are a good way to manage the opinions of your collaborators in order to improve their employee experience. However, launching them is only the first step. Once the responses have been analyzed and conclusions drawn, how do you communicate the results with your team?
Doing it the right way is crucial to generating trust and, also, keep in mind that the employees will be the main protagonists when it comes to implementing your improvement actions.
So, if you’re wondering what’s the best way to take the next step with the data in hand, here are a few recommendations on how you can share the results of your engagement surveys with your employees.
Keep reading!
How to communicate the results of your employee survey step by step
As we said, employee surveys are an excellent way to take the pulse of your team members and find out to what extent they are satisfied with their organization.
Thanks to this tool, and with the right questions, you can track the key metrics that guarantee the long-term success of the company.
We have already talked about some of them on the blog, but as a quick reminder, here are some of the most important ones:
- Commitment
- Recognition
- Leadership
- Compensation & Benefits
- Welfare
- Equality and diversity
- Talent loyalty
- Employee Happiness
- eNPS
However, to enhance the advantages of this type of surveys, it is necessary that the people responsible for carrying it out know how to share their results effectively with all the people who are part of the organization.
That is, when proposing the communication strategy, the following must be taken into account: managers, team managers, employees and, in general, any individual who has an interest in or may be affected by the results and their subsequent improvement actions.
So, how to effectively communicate the results of your engagement survey so that the entire workforce is aware of continuous improvement initiatives?
Below we list some suggestions that will help you achieve your goal.
1. Thank employees for their participation
Of course, there would be no engagement survey without employee feedback. Their comments and contributions are the basis on which improvement actions will be based, so we must show respect for the time dedicated.
How to do it? There are many ways to proceed, but the easiest and quickest is to send an email to all members of the organization explaining the reasons why the survey was carried out, along with some kind words that recognize the value of their opinions.
If the size of the organization allows it, another good idea is to make it more personal, calling a team meeting in which to say thank you and, incidentally, take the opportunity to share some of the main conclusions of the survey, especially those that will directly affect the majority of employees.
Doing it this way will make employees feel more comfortable sharing their feedback in the future and may even encourage those who haven’t participated to do so next time.
2. Start by sharing an overview
Organizational commitment is essential in these cases. Employees want to know what path management is going to take to improve their experience in the workplace.
So, after a thorough review of the survey results, share the key metrics in one (or several) meetings. Furthermore, we advise you not to wait too long to do it, or employees will believe that the company does not take the improvement process seriously. The sooner you share the results, the better and more focus and dedication you will demonstrate.
What data can you share in this first approximation? Here it would be interesting to share mainly quantitative information. That is, the general scores for common employee concerns.
It is important to take into account not only the positive aspects, what makes the company stand out for its good work; but also the areas in which the workforce is most dissatisfied and which represent an opportunity to improve and strengthen the organization even further.
So, once the areas for improvement have been identified, it is highly recommended to convey to employees that the company is already preparing an action plan to address them effectively and immediately.
3. Study the results with managers
If we have shared the quantitative results with front-line employees, with the people who are part of the management team we must go a step further and show all the results in detail, including the qualitative information extracted from the open questions answers.
The goal is for all decision-makers to evaluate the organization’s current situation and collaboratively find solutions that address the main concerns of team members.
This is the moment when you can begin to propose improvement initiatives and discuss the results with a participatory approach, in which leaders also share their vision and concerns.
4. Analyze the main insights with managers
If the results of the employee survey refer to some specific areas or departments of the organization, you will also need to share the findings with their respective managers or team leaders.
Transparency is essential. So it is a good idea to discuss the results in honest conversations with each of these managers, reviewing the team’s results, including comments about the perception that employees have about the management of their area.
At this point, two things can happen: it is management that provides actionable solutions to the challenges or, our recommendation in Team Insights, cooperate with managers to design an action plan customed to the needs of the department.
Either way, remember that well-being and a positive employee experience should be the top priority. It is the most effective way to guarantee that teams will be motivated and satisfied to unleash their full potential.
5. Share the action plan and follow up
So far we have seen the simplest part. Because the real challenge is keeping employees updated once the survey is finished.
Improving employee experience is not a process that has a beginning and an end. Actually, it’s an ongoing process that requires constant communication.
Especially once improvement measures are implemented, pulse surveys will help you track their effectiveness. With these surveys, employees will have the opportunity to assess the impact of new initiatives on their daily work, and the company will be able to refine its strategy based on the results.
Not only will this dynamic help create a more satisfying work environment, it is also a great way to build trust with the workforce and promote a culture of continuous improvement.
Tips and good practices for sharing the results of your employee surveys in your organization
Each company is unique, with its own characteristics and values. This means communication styles can vary widely depending on the business culture.
Despite this, it is important to follow some basic guidelines so that all people within the organization understand the objective of management.
So, here we leave you with some extra tips that you can apply to improve the way you share the results of engagement surveys with your team members.
Clarity of information
To ensure that all employees understand the survey results and the actions that will be taken, the information must be clear and accurate.
Effective communication not only conveys data, but also facilitates understanding and commitment to organizational goals.
Therefore:
- Use simple language.
- Avoid jargon and ambiguous terms that may cause confusion.
- Highlight key points clearly and directly.
- Provide specific examples and hard data to illustrate your conclusions.
Create visual reports and executive summaries
Likewise, the presentation of the results of the survey must have an attractive and accessible format.
Our recommendations:
- Design infographics that summarize the main conclusions.
- Use graphics, icons and colors to highlight the most important areas and facilitate interpretation.
- Charts and tables help illustrate trends and comparisons.
- If you’re using a digital presentation tool like Power Point or Google Slides, make sure each slide contains only the right information.
- Accompany detailed reports with executive summaries that highlight the most important aspects. This should be: brief, focused and provide a global vision of the results.
Encourage active participation
In addition to emails and meetings, another fantastic way to communicate the results of the surveys is through strategies that involve team directly and being able to actively participate in discussions and generation of ideas to search for solutions.
- Host workshops to address specific topics that came up in the survey.
- Create focus groups that bring together employees from different departments to get a broader perspective.
- The sessions one-on-one help break the hierarchical barrier, allowing employees to go directly to their managers and share their concerns with them.
Don’t forget about continuous feedback
Organizations are living entities, and they evolve at the same time as the environment does. What works today may not work tomorrow, and goals, needs and expectations may also vary over time.
To stay up to date:
- Regular pulse surveys will help you measure employee satisfaction in real time, allowing you to adjust your decisions before they become obsolete.
- It’s also a good idea to leave a digital suggestion box, where employees can share their ideas with their managers directly at any time.
Do you want to transform your employee engagement surveys? Team Insights allows you to analyze and manage responses automatically, facilitating clear and precise communication throughout the organization. With Team Insights, you involve your employees, build trust and foster a culture of continuous improvement. If you want to go one step further and take your People initiatives to the next level, request a demo now and discover everything our engagement software can do for your organization.
