So You’ve Sent an Employee Satisfaction Survey…Now What?
What To Do After You Send Employee Surveys
Gathering anonymous employee feedback (through a culture survey, employee engagement survey, or any type of employee satisfaction survey) is a core step in managing your company culture, but you can’t stop there. Your follow-up is just as important as sending a survey in the first place. Unfortunately, a lot of people get caught up in what to do after the employee satisfaction survey closes. This post will provide you some direction so you can feel confident tackling this process.
1. Understand the results
The first step is understanding what the information you gathered means for your organization. If you surveyed your entire employee base, consider segmenting the feedback by demographic (department, tenure, location, etc.) for additional insight.
It is helpful to organize the feedback into pain points and strengths, both on a company-wide level and by demographic. The pain points are how you’ll determine your action points, but it’s also important to acknowledge your strengths. Strengths can give insight into how to emulate and apply your successes in other areas. They might also reveal opportunities for recognition among employees.
Another quick tip is to not hog the results. A fresh pair of eyes might notice patterns in the feedback that you missed.
2. Dig deeper to develop an action plan
It will be hard to tackle everything on the first pass. Therefore, you’ll have to prioritize. One technique is to send a quick follow-up survey. For example, if your results revealed that your company has weak communication, send a survey with a few possible action points that are within means. Ask employees to choose what they would like to see most and take it from there.
Focus groups are another opportunity to dive deeper into the results to develop action points. Host a group of volunteers to discuss specific pain points and how to improve them in the organization. This will provide additional context around the feedback and draw on different strengths and viewpoints.
3. Communicate the results and the action plan to employees
After you have reviewed and evaluated the results, communicate them back to the employees. This step is key. According to a Towers Watson study, companies with effective change and communication are 3.5 times as likely to significantly outperform their peers. Communicating the survey results and action plan also demonstrates that employee feedback is not going into a black hole.
If you’re using CultureIQ, you can auto-generate a visual report from the results. Otherwise, manually create a report to distribute or discuss at a Town Hall meeting.
Whenever appropriate, explicitly tie the employee feedback and survey results to the action plan.
4. Take action and repeat
After you have prioritized feasible initiatives, take action on them. Culture should be treated just like any other strategic initiative with goals, timelines, and accountability.
Culture is ongoing and dynamic, so this process requires refining along the way. Continue to collect feedback on the initiatives you implement to assess their effectiveness and make improvements going forward.
This all ties into creating a culture of employee feedback and open communication, a topic we covered in a previous post.