Why is sharing your survey results with your team so important?

With employees who are encouraged to communicate openly being 11 times more likely to engage in their work, it makes sense to create a space where you can be honest with your employees, and they can do the same. By conducting regular pulse surveys, your employees can voice their concerns with the safety of anonymity. However, as important as collecting regular insights is, it’s just as essential for you to share back and acknowledge their feedback. 

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, sharing your survey results with your employees gives you a great chance to show why their input matters, and how it’s going to be used for positive change. With this understanding, your employees will be more likely to participate in future surveys and encourage others to do the same. 

So, what should you say? 

It can be hard to know where to start when responding to feedback, particularly when you have so many different types of responses. Even if you’ve only received a few, it’s still worth sharing and responding to these to try and encourage more engagement.

Be transparent

Encourage employees to open up if they don’t feel ready to voice their concerns, by sharing how the feedback can lead to positive change. We know that being transparent with teams helps to build trust within your organisation. With honest communication following your surveys, your employees will feel encouraged to open up if they didn’t quite feel ready to voice their concerns on the last one. 

Turn the negatives into positives

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! 

Turn the tables

When responding to feedback, it can help to try and put yourself in your employees shoes. Think about why your employees have responded to your question in the first place and what they’re trying to get out of the pulse survey. 

Communicate the changes you’re making (or not)

If your employees took the time to fill out a survey and responded negatively to one of the questions, they’d want to know that their feelings are heard and will lead to change. If things can’t be changed, they’ll want to know why so they can have a better understanding.

By giving your employees the full picture, not only does it help to promote an honest culture in your company, but it also gives you the chance to help employees understand why some things can’t always be actioned straight away. Your employees will value the insight that this gives them, whilst you can set their expectations.

Break it down & keep it positive

Example: Say you ask an employee whether they’d recommend their workplace to friends and family. They answered ‘No’ and explained that they wanted more benefits.

As an admin, you can break this answer down into sections. When it comes to the benefits, use it as an opportunity to make them aware of anything you’re planning on introducing. That way you can highlight the positives whilst acknowledging their concerns. 

Acknowledge the neutrals 

Other than a quick thank you, it can be hard to know what to put when people leave neutral feedback. Depending on how they’ve answered, it’s definitely still worth communicating any changes you might be implementing as a result of the survey. That way you’re still acknowledging their feedback and keeping everyone in the loop. 

Remember the end goal

If you’re really struggling to respond to your feedback, it can help to think about why you started the survey in the first place. What was the goal 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 helps you to come across as an employer that really cares. So why not open the conversation and give your employees an insight into how their feedback helps you?

How we can help

At Stribe, we want to make it a breeze for organisations to share their survey results, while being able to let employees know what they plan to do with the feedback! As a result, we’ve built-in a new you said, we did feature to our employee engagement survey platform – a smart new way to let your teams know you hear them loud and clear 😃

With this tool, once your survey has ended – you can share the results with the audience of your choosing. By sharing results with segments based on how they’ve answered, you can really tailor your responses to each group, giving your teams the confidence that their feedback will lead to positive change in the workplace!

Want to learn more about Stribe? Book a call with one of our people-experts today 👍