Firstly, consider a fundamental query: What if you are repeatedly solicited for your viewpoint on a matter, invest your time, but the matter is never discussed again? Moreover, if you encountered your perceptions on an open social media platform or in the news…how would you perceive this? Sharing the outcomes of employee engagement assessments within the organization and implementing measures to enhance the employee experience is equally significant as conducting the evaluation itself.
Moodivation’s 6-step sharing recommendation
After completing the employee engagement survey, we recommend the following steps:
- Convey gratitude and provide updates on the procedure
- Thoroughly analyse and present the findings, including detailed breakdowns
- Deliver a presentation to the management team
- Briefing team leaders and forming focus groups in each department
- Enable the focus groups to discuss the results and generate a pool of potential solutions.
- Report all completed tasks, outlining specific work procedures, and sharing updates within the organisation about successful measures adopted.
Properly completing an employee engagement survey involves more than just sending out a survey and discussing action targets with the system’s ready-made reports.
The insights gained from an employee engagement survey are invaluable for understanding the present state of your organisation. To maximise the value of each of these insights, we have compiled a brief summary of the key priorities to focus on during this process:
Employees deserve APPRECIATION for taking the time to participate in this analysis.
A proper ANALYSIS unveils the value of the data.
OPEN COMMUNICATION plays an integral role in the process.
FEEDBACK is crucial at all levels.
Let’s delve into the details of the six-step roadmap underpinned by four pillars.
APPRECIATION AND GİVİNG THANKS
The first step after an engagement survey is to sincerely thank employees for their time and energy. The more personalised this thank you is, the more meaningful it will be. We are not talking about sending a separate email to each employee in a company of 1000 people. However, do not send the same thank you message to the management team and, for example, the front-line staff in the stores. Please do not skip this step with the system’s automatic response at the end of the survey. You can provide information on the participation rate. For example, if the sales department had a 100% participation rate, you can call them “participation champions”.
ANALYSIS AND REPORTING
Employee engagement is usually the responsibility of the HR department. Of course, it is also their job to look at the survey results in detail. Analyse the survey results in all their breakdowns and possible causes. Try to look beyond the standard reporting. This analysis gives you, as the responsible department, the opportunity to answer all questions.
MANAGEMENT TEAM PRESENTATION
Provide a comprehensive presentation to the senior management team and prioritize the on-going steps. At times, the employee engagement survey results can differ from the initial expectations.
Low employee engagement is not something that should be swept under the carpet, but rather put on the table. If your management team truly comprehends the impact of employee engagement on organisational prosperity, they will regard this presentation with utmost seriousness, elucidating the cause and effect at each stage of the endeavour. (It would be beneficial to organise an engagement training prior to conducting an engagement survey.) Informing team leaders and arranging focus groups are essential in the process.
INFORMING TEAM LEADERS, ORGANISING FOCUS GROUPS
It would be a mistake to perceive the results of engagement surveys merely as numbers. Stating “In our company, engagement rate is 67 per cent” does not convey any meaning. If there is a low engagement rate among blue-collar employees, convene a focus group with a diverse range of voices to discuss this rate. Assign leaders to create focus groups and share the responsibility for the rest of the process within the groups.
Sharing results from employee engagement surveys is not always a pleasant task, particularly when they indicate a negative outlook for the company. However, if there is cause for celebration, this process can be somewhat more manageable. Any score under 90 warrants consideration. It is essential to remember that employees have provided feedback regarding their company, job, and managers, and it is their entitlement to view the consequences of this feedback. Sharing the results in positive company language shows that you are committed to open communication, open to celebrating strengths and developing areas for improvement. You must decide with whom and at what level to share this information. Moodivation technology enables you to present information at the appropriate level. Operational managers should be able to see the results of their teams and often the whole organisation.
FOCUS GROUP STUDIES
The focus groups you formed in step four should start working in this step. Each focus group should discuss the results that concern them and pool possible solutions. The success of this process hinges on representation from all employees, so ensure no one is left out.
ACTION STEPS
Whatever the outcome, you have some great data. This data is invaluable for the future of the organisation and a compass for action. Seemingly discouraging feedback can turn into a valuable opportunity for growth if you share the results with the people who need them. Now you can gather your analysis, manager and focus group feedback and plan action at every level.
What to do after the engagement survey:
- An employee engagement survey is not just another survey to be conducted once a year or two. The results of this survey will provide concrete data on the satisfaction of your customers, the development areas of your leaders and even the workplace accidents in your company.
- You can conduct follow-up surveys, pulse surveys or mini-surveys to measure changes and trends in employee engagement over time.
- You can keep your finger on the pulse of the organisation with a system that helps you get continuous feedback.
- You can compare your results to industry standards or your competitors and improve your goals.
- The engagement survey is also a unique source of data for planning training in development areas.
The decision to measure employee engagement is a decision to accelerate the steps towards the future of the organisation. Whether an employee is engaged or disengaged may not affect the whole organisation (unless they are the manager of the customer contact centre!), but company-wide employee disengagement affects the future. Let’s conclude our article with a point that the experienced consultants on the Moodivation Advisory Board always emphasise: Employee engagement is not just an HR issue. HR intermediates solutions by exploring the results in depth. You cannot say “let’s organise an employee engagement event”, because engagement is not an event, it is a point reached through experience.