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How do you share survey feedback with different role levels?

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You've conducted an employee engagement survey and collected valuable insights from your staff. Now what? How do you share the results with different levels of your organization, from senior leaders to frontline workers, in a way that is transparent, actionable, and engaging? This article will cover practices for internal communications when it comes to survey feedback.

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1 Know your audience

Before you craft your messages, understand who you're communicating with and what they care about. Different levels of your organization may have different expectations, interests, and concerns when it comes to survey feedback. For example, senior leaders may want to see the big picture, the trends, and the strategic implications of the data. Managers may want to see how their teams performed, what areas need improvement, and what resources they can access to support their staff. Employees may want to see how their feedback was heard, what actions are being taken, and how they can get involved in the change process. To tailor your messages to each audience, segment your data, identify key findings and recommendations, and use relevant examples and stories.

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P Divya Naidu

15K+ Followers & Connection | Talent Specialist - Human Capital & Culture @ G42, Abu Dhabi | Global Hiring | Ex-Fidelity International | Ex-Rakuten | Ex-Siemens
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Sharing survey feedback with different role levels is a challenge, but it can promote transparency and open communication within your organization. By tailoring your approach to each role level and using the right communication channels, you can keep everyone informed and involved in the process. This builds trust, drives positive change, and fosters a culture of continuous improvement. Remember, sharing survey feedback is just the first step - the actions you take based on that feedback truly make a difference, and also call out the implemented changes while running the next survey.

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2 Choose your channels

Once you have your messages ready, decide how to deliver them to your different audiences. There are many channels you can use for internal communications, such as email, intranet, newsletter, video, webinar, podcast, or town hall meeting. The best channel for survey feedback depends on several factors, such as the size, location, and culture of your organization, the complexity and sensitivity of the data, and the level of interaction and feedback you want to encourage. For example, email may be a good way to share a summary report or a dashboard with senior leaders, but it may not be the best way to engage employees who want to ask questions or share their opinions. A video or a webinar may be more effective for that purpose, as they allow you to show your personality, express gratitude, and address common concerns.

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3 Be transparent and honest

Maintain transparency and honesty with your audience. Acknowledge the strengths and weaknesses of your organization, explain the reasons behind the data, and admit the mistakes and challenges you face. Being transparent and honest will help you build trust and credibility with your audience, as well as demonstrate your commitment to improvement and accountability. It will also help you avoid rumors, speculation, and misinformation that can undermine your survey efforts.

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Rachel Rodriguez

Senior Customer Success Manager, Game Plan/BridgeAthletic | Delivering Innovative Solutions to Foster Athlete Development
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You can also position any potential negative feedback or data as opportunities for improvement and growth and showcase how these areas are being addressed.

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4 Provide context and action

Make sure to provide context and action for your survey feedback. Interpret the data and link it to your organizational goals, values, and vision. Show your audience what you are doing or planning to do with the data, how it will benefit them and the organization, and what role they can play in the change process. Providing context and action will help you create a sense of meaning and purpose for your audience, as well as motivate them to get involved and support your initiatives.

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5 Invite feedback and dialogue

Finally, remember to invite feedback and dialogue from your different audiences. Listen to their reactions, questions, suggestions, and concerns. Create opportunities for them to interact with each other and with you, such as through surveys, polls, forums, chats, or workshops. Inviting feedback and dialogue will help you foster a culture of engagement and collaboration in your organization, as well as gather more insights and ideas for improvement.

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Johanna Santana

Strategic Communication Executive | Internal & External Communications Leader | Advisor & Board Member | Amplifying Purpose, Driving Engagement, Achieving Results
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Surveys are great. But they don't give you the full story. I have found incredible insights from hosting roundtable discussions to get into the specific areas of opportunities found from the surveys. A survey can tell you that communication needs improving, but hearing directly from employees can provide invaluable information on what it means exactly and how to make things better.

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Rachel Rodriguez

Senior Customer Success Manager, Game Plan/BridgeAthletic | Delivering Innovative Solutions to Foster Athlete Development
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I encourage soliciting both anonymous and confidential feedback. Providing staff a sense of psychological safety will often solicit more honest and potentially valuable feedback and insights.

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6 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?

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How do you share survey feedback with different role levels?

1

2

3

4

5

6

1 Know your audience

2 Choose your channels

3 Be transparent and honest

4 Provide context and action

5 Invite feedback and dialogue

6 Here’s what else to consider

Internal Communications

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How do you share survey feedback with different role levels?

1

2

3

4

5

6

1 Know your audience

2 Choose your channels

3 Be transparent and honest

4 Provide context and action

5 Invite feedback and dialogue

6 Here’s what else to consider

Internal Communications

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