What to Do With the Results of Your Engagement Survey

Keeping a workforce engaged is the first step in retaining them, and the first step in engaging a workforce is to benchmark where they are. However, if you administer an employee engagement survey but do nothing with the results, engagement will likely decrease and result in turnover. On the other hand, nothing can create more positive momentum in a workplace than asking for feedback, doing something about it, and sharing and celebrating the positive results. There are three primary ways to assess results after analyzing the data gathered by an employee engagement survey. First, build a network of grassroots accountability in which everyone is responsible for improving the workplace. You can base this on a reward and recognition system, but everyone needs to be a stakeholder in employee engagement. Schedule planning sessions when employees can share what they think will make the workplace more productive and successful. From these sessions, designate action-item leaders and assign tasks to team members who have the bandwidth to ensure an item is completed as expected and promised. When an employee engagement survey is presented without meaningful follow-through, the results can be disastrous. But by building a framework for action, the results can be quite beneficial.