How to take your employee survey data analysis to the next level

Many organisations use pulse surveys to help them create changes based on their employees needs. When planned correctly, these surveys can help provide valuable insights into your teams. They’re particularly useful to measure things like employee engagement, wellbeing and mental health. However, collecting the data is only half the battle! Analysing employee survey data will ensure sure you’re getting the most out of your surveys and are able to use the insights to create meaningful change. This will help you create happier, more engaged teams and will also make employees more likely to engage with future surveys. Find out how to break down your pulse survey data and get the most out of your results in our blog below.

Why you should measure employee engagement

Employee engagement is a measure of how committed and connected employees are to their workplace and team. Having engaged employees leads to better employee retention, higher employee performance, a better quality of work, and organisational success.

Achieving high engagement happens when employees are working in an environment that helps them give their best every day, supports their wellbeing, and helps them to understand what their organisation’s objectives are and how they contribute to them.

However, to improve employee engagement – and it’s elements – you need to understand what is affecting these elements for your employees in the first place. Measuring employee engagement by using employee pulse surveys helps you understand what your organisation does well and where you can improve in the future. It can also help you understand bumps in the road for your employees before they become bigger problems.

How to analyse your employee survey results

1. Plan your employee survey questions

Before analysing your employee survey data, it’s important to consider the question and response options you’re giving your employees. By keeping the survey questions relevant to your organisation and ensuring that your employees can understand the questions, you’ll receive better quality data to work from. 

If your employees can see how answering the questions will benefit their day to day, they’re more likely to respond and provide more detail for you to work from. Ensuring the response options are clear and consistent throughout the survey will help your employees provide more insightful data, so you can make more informed decisions for your teams.

Find out how to ask the right questions and increase your response rate with Stribe

2. Segment the employee survey responses

Once you have received enough survey responses, you can start to break up the data. Segmenting the data helps to identify patterns and trends that might not be visible from first glance. Whilst your organisation might be scoring well overall, some of your teams or locations may not be scoring as highly. By breaking the data down by team, location or length of service, you can identify specific areas of improvement and make sure the right changes are made for the right people. 

Using segmentation also helps guide the post-survey communications. For example if you’re making changes for a specific team or location, you should keep these in mind when planning your communications to make sure that those groups hear about the changes created for them,

At Stribe, we do the heavy lifting for you! Make segmenting your data a breeze and use Stribe to break down your responses automatically

3. Benchmark your employee survey results

Comparing your survey results to industry standards can provide valuable insights into how your organisation is performing compared to others. With this insight, you can find out which areas of your organisation are performing well and where there might be room for improvement. It can also help you determine more realistic goals for improving employee engagement if you know how other businesses are scoring. 

You can also schedule repeating questions to benchmark your results over time and measure how your engagement strategy is impacting your workplace.

Ask a benchmarked question in Stribe to find out how you score!

4. Identify actionable insights & key themes

The next step is to identify actionable insights and key themes in your survey data. Start by checking your highest and lowest question scores to prioritise where to action first.  Making changes in these areas shows your team that their feedback matters. By implementing change to these areas, you can show your teams that their feedback makes a difference. 

Spotting key themes in your data helps to build a picture of how your employees are feeling. If a number of employees have submitted the same response, this will give you the confidence to make data-led decisions and implement change that’s backed by your employees.

When looking at segments, keep in mind any factors that could affect their responses, like targets, annual leave, or organisational changes. This will help you determine if any changes need to be made or if it’s something that will resolve overtime.

With Stribe, you don’t need to sieve through your data to spot the trends. To save time, we pin-point common key phrases within your responses and display them for you! Find out more

5. Create an action plan

Developing an action plan outlining how you will address the themes in your survey data will help you to communicate feedback to your employees. Consider building a timeline, assigning responsibilities, and creating measurable goals to help you track progress. 

6. Communicate the employee survey results and action plan

It’s important to communicate and share your survey results and action plan with your employees. This is the perfect opportunity to show your teams the value in their feedback and how their responses are being used to create real change. It can also help to build trust and encourage a culture of open communication in your teams.

Try our step by step below!

1. Choose 2-3 key messages you want to communicate to your employees. 
2. Be clear and set expectations by explaining timelines, actions and goals.
3. Choose the right communication channels to ensure everyone hears the messages – eg; Teams, email, notice boards!
4. Bring your managers on board and encourage them to spread the word
5. Encourage employees to share their feedback on the survey actions
6. Create an open dialogue with your teams to get feedback on the action plan

‘You said, We did’ gives you flexibility on how your survey results are shared. Learn how to communicate your results and choose different messages to share with your teams based on how they respond

If there’s a key theme that you aren’t able to action, it’s still important to communicate the reason to your team. When your employees can see their feedback is still being acknowledged, they’ll be more understanding if they know why it can’t be implemented.

7. Take your surveys to the next level with Stribe

By analysing your employee survey data and taking action to improve employee engagement, you can create a better workplace for your employees. At Stribe, we offer tools to help you make the most of your survey data. Our platform makes it easy to segment your data, spot key themes, and develop an action plan. We also offer flexible options for communicating survey results to your teams. 

Get in touch with our people experts here to see how Stribe can benefit your organisation!