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What to do with your employee engagement survey results

When you ask your coworkers and employees to fill out an engagement survey, they do so on the faith that their answers will be used to improve the workplace. Because of the effort involved from the employees and the expectations raised by the engagement survey process, it can be more harmful to a company and its employees to run employee engagement surveys and do nothing with the results than not running them at all. Therefore, we suggest reading this guide, which provides actionable advice for breaking down employe engagement survey results, figuring out what changes need to be made at a company, and implementing those changes.

1. Thank employees for completing the survey and explain next steps.

When will you go over the results? Who will see the results first? When will managers hear the results? Let your employees know that the people team (or leadership -- whoever is running the survey) will be soon meeting with them to make plans around the survey results.

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2. Share the results.

One of the most important things to do after a survey is sharing the results. Doing so builds trusts with employees that you did the survey for them and their benefit.The way you share the survey results will depend on what you discover.

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3. Run post-survey meetings.

The point of these meetings to use the results to identify and work on areas of improvements within the company and its teams, but these meetings should be structured as conversations so people can have free-flowing discussions that lead to solutions. While a survey is communicated from the top-down, solutions should be bottom-up. The people team should facilitate the meeting in partnership with the manager or team lead. The conversation should be focused on asking follow up questions on certain answers, asking what employees think might be a better idea or plan, and just listening to the discussion.

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4. Make public goals based on the engagement survey results.

One way to ensure that the company and departments follow up on the survey results is to set up public goals that are specifically created to deal with areas of improvement surfaced in the survey. This will provide a transparent process that will show the company is taking the survey results seriously, not just letting them collect dust.

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5. Close the loop.

Complete the survey process.

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6. Plan check-ins.

Keep track of goals and consider how the discussions have changed or adjusted the organizational structure of the company. Depending on the issue, these check-ins might last week, months or maybe more, but it’s important that the people team stays on top of these issues and maintains transparent communication across the company.

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Interested in running an engagement survey?

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