The annual Employee Satisfaction and Engagement Survey have you done. You now have a mountain of data, graphs, and messages. So, what is the next step?

Typically this is the point at which most companies decide to end their operations – and thus, the decline of employee trust begins.

Actually, the major benefit of having a survey is not the statistical figures rather, it is the subsequent actions.

This manual will help you comprehend the Board’s 5-step plan to make important changes by using the employee survey data. Employing these measures, not only would you resolve the issues at the workplace that form the core of your staff, but also you would convince them that their voices are the most important ​‍​‌‍​‍‌ones.

Why Taking Action After Your Survey is Non-Negotiable
It is even more bad/negative that a company conducts an engagement survey without any follow up action than that it doesn’t conduct the survey at all.

Below are the reasons why action taking is important:

Breakdown of belief system: Employees who do not see any change after giving their feedback stop acknowledging that their opinions matter.

Decrease in participation: The decision to take part in the next survey is very likely to be made by very few employees when most of them will be thinking that it will not lead to anything.

Resources put to waste: The money, time, and effort that is usually directed towards gathering data are wasted.

Conversely, there are some benefits to taking action that can be seen by everybody.

Increases openness and trust between the parties involved
Raises spirit and engagement level
Leads to higher retention and productivity
Demonstrates that the leadership is always open for change and willing to move ​‍​‌‍​‍‌forward

The 5-Step Action Plan for Your Survey Data
Analyze the Data (Go Beyond the Percentages)
Don’t settle for average scores Find out more:

Find Patterns: Look at the responses of different departments, locations, and tenure levels.
Read the Comments: Talking to people helps to understand the mood and even discover that people are hurting without them telling it directly.
Identify Themes: Categorize the repeated comments of themes such as Communication, Compensation, or Career ​‍​‌‍​‍‌Growth.
Communicate the Results (Be Transparent)
One of the main benefits of being transparent is that people will trust you more.

When: Make the results visible within 2–4 weeks after the survey is closed.
What: Communicate positive, negative, and neutral feedback. Pretending that there is no criticism is not a good idea.
How: Organize a company meeting or send a transparent email recap. Thank employees for their honesty and ​‍​‌‍​‍‌participation.

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