How do you present engagement survey results to managers?

1 Prepare your data

Before you share the results with your managers, you need to analyze and organize your data. You want to highlight the key findings, trends, and insights that are relevant and meaningful for your audience. You also want to compare your results with previous surveys, industry benchmarks, or best practices to provide context and perspective. Use charts, graphs, or tables to visualize your data and make it easy to understand.

2 Tailor your message

Depending on the size and structure of your organization, you may need to present the results to different levels of managers, such as senior leaders, department heads, or team supervisors. You should tailor your message and tone to suit each group, focusing on the areas that matter most to them. For example, senior leaders may be interested in the overall engagement score, the main drivers and barriers of engagement, and the strategic implications. Department heads may want to know how their unit performed, what are the strengths and weaknesses, and what are the best practices from other units. Team supervisors may need more specific feedback on their team's engagement, what are the action items, and how to implement them.

3 Deliver your presentation

When you deliver your presentation, you want to engage your managers and encourage them to participate and ask questions. You can use different methods and formats to present the results, such as webinars, workshops, or one-on-one meetings. You should also consider the timing and frequency of your presentation, depending on the availability and preferences of your managers. You should start with a clear and concise introduction that summarizes the purpose, scope, and methodology of the survey. Then, you should present the results in a logical and structured way, highlighting the main points and recommendations. Finally, you should end with a call to action that invites your managers to take ownership of the results and commit to improving engagement.

4 Provide support and resources

After you present the results, you should not leave your managers alone. You should provide them with support and resources to help them understand and act on the results. You can offer them tools and templates to create and execute their action plans, such as goal setting worksheets, feedback forms, or communication guides. You can also provide them with coaching, training, or mentoring to enhance their skills and confidence in leading and engaging their teams. You should also follow up with them regularly to monitor their progress, celebrate their achievements, and address their challenges.

5 Solicit feedback and suggestions

One of the best ways to improve your engagement survey process and presentation is to ask for feedback and suggestions from your managers. You can use surveys, interviews, or focus groups to collect their opinions and insights on the survey design, administration, analysis, and communication. You can also ask them what they liked and disliked about the presentation, what they learned and applied, and what they need more or less of. You should thank them for their feedback and suggestions, and use them to improve your future engagement surveys and presentations.

6 Demonstrate the impact and value

Finally, you should demonstrate the impact and value of the engagement survey and the presentation to your managers and the organization. You should measure and report on the outcomes and benefits of the survey and the actions taken, such as improved engagement scores, employee retention, productivity, or customer satisfaction. You should also share the best practices, success stories, or testimonials from your managers and their teams, and recognize and reward their efforts and achievements. You should also link the engagement survey and the presentation to the organizational vision, mission, and values, and show how they contribute to the overall goals and performance.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?