When employees understand how their efforts bring value to the company, their work means a lot more to them.
Employee surveys are no exception to this, and by sharing employee engagement survey results with your team, you will show them that their input truly matters and your organisation is open to making changes for the better.
It’s simple; sharing survey results builds transparency and trust within your organisation.
When employees see that their feedback is being taken seriously and acted upon, it increases their sense of ownership and engagement with your company’s goals and helps them feel safe to share feedback in future. Plus, it opens up avenues for constructive discussions and improvements based on the feedback received.
Don’t shy away from negative feedback. If survey results indicate low employee engagement scores, it’s really important not to sweep this under the rug.
Less than desirable results should be viewed as an opportunity to improve, and you should take swift action to address underlying issues.
This might involve conducting follow-up surveys, or team discussions to delve deeper into the reasons behind the negative results. From there, develop an action plan with concrete steps to improve engagement, focusing on areas identified as priorities by employees themselves. Regularly monitor progress and adjust your strategies as needed to ensure continuous improvement.
Sharing survey results with your whole company can seem daunting, but if you stick to the basics and stay positive throughout the process, people will appreciate it!
When sharing results, always aim for clarity and transparency. Summarise key findings, use multiple communication channels to share the results, and encourage ongoing employee input. Even after you’ve shared the results, keep following up with updates on actions taken.
Expressing gratitude sets a positive tone and acknowledges the time and effort employees have put into participating in your organisation’s survey. A simple thank you message is quick to action and will go long way in showing your appreciation.
Timeliness is key when sharing survey results to maintain the momentum of the survey process – and avoid any frustrations that might build around delays in action planning. Promptly sharing results shows employees that their feedback is valued and taken seriously. Additionally, it allows for timely action to be taken on any identified issues.
Transparency builds credibility in the feedback process. Share survey results openly, including both positive insights and areas for improvement. Be honest about your organisation’s plans for addressing feedback and any limitations or challenges that may arise. By being transparent, employees will feel valued and respected.
It might seem contradictory, but sharing negative results can be really beneficial to your organisation in the long-run. When employees can see that you’re open with them about the lows and not just the highs, they’ll start to have more trust in your surveys and you as an employer. Not only that but they’re likely to provide more detail in their feedback and encourage others to join them – because they know you’re actually going to do something about it!Â
After sharing survey results, outline clear next steps to demonstrate that actions that will be taken based on the feedback received. Communicate specific plans for addressing identified issues or implementing suggested improvements. Providing a roadmap for what happens next empowers employees and reinforces their confidence in your commitment to positive change.
Maintain open lines of communication even after sharing survey results to keep the conversation alive, and provide regular updates on progress.
Encourage ongoing dialogue through follow-up discussions, feedback sessions, or Q&A sessions. This continuous engagement shows employees that their input is valued beyond the initial survey and provides opportunities for further insight and collaboration. By keeping conversations going, you will nurture a culture of continuous improvement.
Always keep sight of your end goal. What was the purpose of the campaign and how does your employees feedback help with that? Giving your employees an insight into how their answers have helped to achieve this will show them that you value their input and the time that they spend on your surveys.
Sharing your survey results is a simple way to stay connected with your teams. By being open with your results, it shows that you trust and value your employees enough to give them the full picture. It also shows that you’re an employer that genuinely cares.
About the author
Lucy Harvey, COO at Stribe, has 11+ years’ experience in purpose-driven leadership roles across health, wellbeing, internal communications, employee engagement, and marketing. She is passionate about creating workplaces where people are happy, fulfilled, and feel comfortable and safe to talk.
