Conducting an employee engagement survey in your office sets an expectation among the employees to have their opinions heard. Taking an employee engagement survey will show your employees that they are valued, but it will also bring the responsibility of improving the workspace after receiving the results. What is the point of having the survey if not for the benefit of the team?
It is easy to conduct these surveys using software like Cloverleaf but using these results to benefit the workspace also needs thought and effort. One has to be mindful of what changes they are implementing and how. If not done mindfully, more problems might occur than those resolved.
In today’s article, we will tell you what actions you can take once you have employee engagement survey results in your hand to utilize them fully.
The first thing you should do after compiling the results is to discuss them with your management team.
Executives can discover which groups have an inconsistent experience, drill down into team data, and analyze the experience according to demographics. Executives can get a more accurate representation of what employees are saying when they examine the data more granularly.
Before taking any action, reflection on the previous input received is important. Try to understand it on a deeper level.
Feedback is vital for gaining essential information about the leadership of a firm as well as the experience of employees. It can be challenging to take in the feedback, but if leaders are able to learn from it, it can be the most valuable instrument for progress.
Encourage executives to stop what they’re doing, listen to employee feedback, and analyze it before moving on to the next step.
Post Survey Meetings
In spite of the fact that the purpose of these meetings is to use the results to identify and work on areas of improvement within the company and its teams, you should still brainstorm problems, and potential solutions to them apart from the ones pointed out in the results. By doing so, you will clearly understand whether or not your perception of problems reflects employee perception.
Solutions should be developed from the ground up. These sessions should be organized as talks so individuals can have free-flowing conversations that lead to solutions. The people team should facilitate the meeting in collaboration with the manager or team lead. Asking follow-up questions on certain replies, asking employees what they believe would be a better idea or strategy, and just listening to the topic should be the primary focus of the dialogue.
Conduct Listening Sessions
Listening sessions with employees are something that leaders at all levels of a company may do to gather more precise knowledge that can be used to make meaningful improvements across the board.
Leaders must record the progress and conclusions of the meeting and let the employees know how the following-up process will take place, whether informally over brunches or through more formal meetings. It will also give them a sense of how serious you are about this process.
Setting public goals specially designed to address problem areas brought to light in the survey is one method to guarantee that the organization as a whole and its individual departments follow up on the survey’s findings. Because of this, you will develop an open and transparent culture, showing that the organization is taking the survey results seriously and not just letting them gather cobwebs.
Take check-ins with the team to understand how the problems and solutions have changed after actions have been taken. These check-ins can continue for a week, month, or even more if required. But these are important for maintaining transparency throughout the company.
Conducting an employee engagement survey is half a step. The real deal is implementing necessary changes that improve your assessment results. You must be able to tackle the problems at hand to provide your team with a better work experience, and using the actions listed above, you shall be able to achieve this.