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How do you analyze and act on employee engagement survey results?

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Employee engagement is a key factor in performance management, as it reflects how motivated, committed, and satisfied your employees are with their work and organization. However, measuring employee engagement is not enough. You also need to analyze the data, identify the strengths and weaknesses, and implement actions to improve engagement and performance. In this article, we will show you how to do that in six steps.

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Align definitions with employees:

Involve your team in defining key terms like motivation and commitment. This ensures everyone understands the survey questions uniformly, boosting the reliability of your results.### *Test your survey tools:Before rolling out, test your chosen survey tool with a small group to identify any technical issues. This step saves time and ensures a smooth experience for all employees.

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1 Step 1: Define your goals and metrics

Before you conduct an employee engagement survey, you need to have a clear idea of what you want to achieve and how you will measure it. For example, you may want to assess the level of engagement across different teams, departments, or locations, or compare it with industry benchmarks. You may also want to focus on specific aspects of engagement, such as communication, recognition, feedback, or career development. Based on your goals, you can choose the appropriate metrics, such as engagement score, response rate, or net promoter score.

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Kate Sotsenko ??

I free up 30% of your time from bad busy work | Productivity & Leadership Coach for mid-senior leaders & teams | Save your spot for my free goal-setting workshop ↓ "Visit Website" ??
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Employee engagement survey results has value when there is an alignment on the definitions of the terms used in the survey. It is recommended to involve the employees to create first a clear definition of team specific term used. > what is employee commitment? > what is employee motivation? > what is job satisfaction? etc. The alignment will help the employees to understand the term. The alternative is that the perception of each will come from pure employee perspective and the results of the survey might lack reliability. #TheGoodBusy

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2 Step 2: Design and distribute your survey

The next step is to design and distribute your survey in a way that ensures validity, reliability, and participation. You can use various methods, such as online platforms, email, or mobile apps, to create and send your survey. However, you need to make sure that your survey is concise, relevant, and easy to complete. You also need to communicate the purpose and benefits of the survey to your employees, and assure them that their responses will be anonymous and confidential.

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Dr. Thelá R. Thatch

HR & Equity Strategist / Social Entrepreneur
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Rolling out an employee survey requires planning and communication to achieve the desired results. Once you have an idea of what type of questions you will ask in the survey, it is important that you consider the actual survey tool during this stage. Designers of the survey can save a tremendous amount of time and dollars by reviewing and comparing tools before they are too far along in the process. For example, the survey tool should integrate with your current employee communication tools. Once you review the tools on the market, conducting a test with a small employee group to ensure there are no technical issues is also highly recommended before rolling out the survey to the entire employee population.

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3 Step 3: Collect and analyze your data

Once you have distributed your survey, you need to collect and analyze your data. You can use various tools, such as spreadsheets, dashboards, or reports, to organize and visualize your data. You need to look for patterns, trends, and outliers in your data, and compare them with your goals and metrics. You also need to segment your data by different variables, such as age, gender, tenure, or role, to identify the differences and similarities among different groups of employees.

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4 Step 4: Share and discuss your results

The next step is to share and discuss your results with your employees and stakeholders. You need to be transparent and honest about your findings, and highlight both the positive and negative aspects of your engagement. You also need to invite feedback and suggestions from your employees and stakeholders, and listen to their perspectives and opinions. You can use various channels, such as meetings, newsletters, or intranet, to communicate your results and engage your audience.

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5 Step 5: Plan and implement your actions

The fifth step is to plan and implement your actions based on your results and feedback. You need to prioritize the areas that need improvement, and set specific, measurable, achievable, relevant, and time-bound (SMART) goals and actions. You also need to assign roles and responsibilities, and allocate resources and support, to execute your actions. You can use various tools, such as action plans, checklists, or calendars, to track and monitor your progress and outcomes.

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Tom Manning ????

Need to build management capability? | Stop Wasting ￡￡ on Management Development Programmes | Build Accountability Capability = Get more Consistent Results | Founder @ The Pathway Academy
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The problem is that all the action planning in the world won't help you if the problem is that people don't feel heard, they are working in a fear-based environment which either predominated by anger or avoidance, or there is a lack of healthy accountability with consequences if needed. You've got to build an emotionally healthy environment and keep applying these principles. So often this bit is missing and we focus on practical actions with a date that makes no real difference to the fact that nobody feels heard.

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6 Step 6: Evaluate and repeat your process

The final step is to evaluate and repeat your process. You need to measure the impact and effectiveness of your actions, and compare them with your baseline and expected results. You also need to solicit feedback and testimonials from your employees and stakeholders, and celebrate your achievements and successes. You can use various methods, such as follow-up surveys, interviews, or focus groups, to collect and analyze your data. You also need to repeat your process regularly, and adjust your goals and actions as needed, to maintain and enhance your engagement and performance.

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How do you analyze and act on employee engagement survey results?

1

2

3

4

5

6

1 Step 1: Define your goals and metrics

2 Step 2: Design and distribute your survey

3 Step 3: Collect and analyze your data

4 Step 4: Share and discuss your results

5 Step 5: Plan and implement your actions

6 Step 6: Evaluate and repeat your process

Performance Management

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How do you analyze and act on employee engagement survey results?

1

2

3

4

5

6

1 Step 1: Define your goals and metrics

2 Step 2: Design and distribute your survey

3 Step 3: Collect and analyze your data

4 Step 4: Share and discuss your results

5 Step 5: Plan and implement your actions

6 Step 6: Evaluate and repeat your process

Performance Management

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