Introduction:
Only half (51%) of UK employees believe the annual engagement survey will lead to action. (Source: People Insight)
Ensuring that post-survey actions “stick” and are effectively implemented involves a combination of strategic planning, communication, and follow-through.
Here are our 20 recommended steps you can take to make sure that post-survey actions are carried out successfully. It starts long before you see any data…
1. Plan ahead: Clearly define the goals and objectives of the survey. Know what the purpose of your survey is and not just a tick box exercise. Why are you doing it?! What specific actions do you want to take based on the survey results?
2. Less is more: Ask fewer questions and consider asking them on a more regular basis to genuinely check in with your people. Think about ripping up the 72 question annual survey that so often is met with cynicism
3. Be relevant and topical: Don’t be afraid to ring the changes and ask the questions that are really important and your team will be motivated to answer. What is your gut instinct about how they may be feeling or what is keeping them awake at night right now?
4. Engage stakeholders: Involve key stakeholders from the beginning. This includes those who will be responsible for implementing actions as well as those who will be affected by the changes. It is really important to ensure there is a commitment to action
5. Establish trust: Invite the CEO to draft an introductory welcome message for the survey and share it along with logistics of what will happen next and when; assuring anonymity, encouraging participation and candid constructive feedback
6. Collect actionable data: Ensure that the survey questions are designed to collect actionable data. Ask specific questions related to the actions you plan to take
7. Analyse results: Dedicate time and resources to thoroughly analyse the survey results. Identify key insights and prioritise actions based on the data. Develop themes based on the comments given and create a detailed but easy to digest executive summary. Identify the key drivers and where most people are commenting to help focus thinking about actions required. Use external data storytellers if you don’t have the expertise in-house
8. Create an action plan: Collaborating as a team, composed of staff across different levels and parts of your business develop a detailed action plan with a toolkit that outlines what needs to be done, who is responsible, and when each action should be completed. Look to the early quick wins, the small stuff can often have the biggest impact
9. Set clear objectives: Define clear and measurable objectives for each action. This helps in tracking progress and success
10. Assign responsibility: Assign specific individuals or teams responsible for each action item. Ensure they understand their roles and responsibilities. Build better accountability by dovetailing actions and outcomes into HR appraisals
11. Establish timelines: Set realistic timelines for implementing each action. Create deadlines and milestones to track progress
12. Communicate effectively: Communicate the survey results and the action plan to all relevant stakeholders. Ensure everyone understands the importance of the actions being taken. Flag what may already be in place but where awareness may be low and highlight what changes are going to be made. Use every opportunity to refer back to the survey so that you continue to build and maintain trust and belief in the process
13. Monitor progress: Continuously track the progress of each action item. Regularly update stakeholders on the status of implementation
14. Provide resources: Ensure that the teams or individuals responsible for implementing actions have the necessary resources, such as budget, personnel, and tools
15. Problem solve and adjust: If obstacles or challenges arise during implementation, address them promptly and make necessary adjustments to the action plan
16. Celebrate successes: Recognise and celebrate milestones and achievements along the way. This can help motivate teams and maintain momentum
17. Feedback loop: Establish a feedback loop where stakeholders can provide input and suggest improvements throughout the process. Important to manage expectations and update your team on what is or isn’t possible and why. If constructive suggestions are made by your staff, then work with them to look at feasibility and costings helping develop commercial awareness among your team
18. Evaluate and measure impact: After the actions have been implemented, evaluate their impact on the intended outcomes. Use data and feedback to assess whether the desired changes have occurred
19. Continuous improvement: Use the lessons learned from the post-survey actions to improve future survey processes and actions
20. Documentation: Document the entire process, including survey results, action plans, progress reports, and outcomes. Create eye catching visuals to showcase the results, action plan, and milestones achieved. This documentation is key for future reference and reporting
Conclusion
There is clearly lots to think about when you undertake an employee engagement survey. If you adopt the approach outlined above, you can increase the likelihood that post-survey actions will stick and lead to meaningful improvements in your organisation. Good luck!