Conducting an employee engagement survey is an important part of measuring how staff are feeling about their experience at work. It offers a chance to really assess what’s going well and where improvement is needed to build an experience at work that supports job satisfaction, motivation, engagement, retention and well-being.
However, the survey itself isn’t enough. It’s what leaders and teams do with the results of the survey that really matters. So here are the three most important steps to take after conducting an employee engagement survey:
1. Share the results (with gratitude and realism)
Acknowledging what’s been shared through the survey is critical. Doing this well means sharing the overall results with all staff, ideally within 48 hours of the survey closing. This can include actual results along with a summary of where the feedback is positive and where there’s opportunity for improvement. This is also a good time to thank staff for taking their time to share thoughtful feedback.
Why is this important? It demonstrates transparency and builds trust.
2. Invite a conversation (with openness and active listening)
Create space for a discussion with your team, where you can gather much more context and background to what the results are telling you. What are these results telling us? What does this mean to you? Where should we go from here? When asking these questions, it’s important to create a space where people feel comfortable sharing, without fear of reprisal or hearing any defensive response. This is the leader’s opportunity to listen.
Why is this important? It invites engagement and fosters open communication.
3. Commit to action (with accountability and updates)
Now that you’ve talked about the results, it’s time to do something in response. This doesn’t have to be a grand, sweeping change. Even small shifts can yield impactful outcomes. The important thing to remember is to commit to doing something and then follow through on it, making sure to hold yourself and the rest of the team accountable in the weeks and months to come. Tracking and updating on progress can become a regular part of organizational communications.
Why is this important? It models continuous improvement and creates buy-in to the future.
Shifting from merely collecting data to active engagement is where many organizations miss the mark. In following these three steps, leaders can cultivate a positive and responsive workplace that doesn’t just measure engagement but actively nurtures it. Need help implementing these three steps? Connect with us for support.