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Turning Employee Survey Data Into Action
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Turning Employee Survey Data Into Action
11 Aug 2011•0 j'aime•16,484 vues
13 j'aime
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When do you consider your employee survey to be complete? Once all of your employees have taken the survey Once your organization has received the data After you’ve shared a couple of reports with senior management Find out why employee surveys should be an ongoing process, where the actions taken post-survey are even more important than the survey itself. Ignoring post-survey steps can be more detrimental to Employee Engagement and Satisfaction than not conducting the survey in the first place. In this presentation, we discuss essential post-survey steps, the importance of creating an ongoing survey process, why Engagement matters, and how to create a culture of Engagement.
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Turning Employee Survey Data Into Action
- Employees badmouth the organization
- Employee Disengagement worsen
- Employees question the future direction of the organization
- They are not likely to volunteer for extra assignments or lead roles.
- Corporate Social Responsibility
- Work/Life Balance
- Department heads should meet with supervisors in their department to discuss/clarify the survey results and design a plan for action
- As the implementation process unfolds and changes take place, the organization should send periodic updates to employees regarding the status of the action plan items
- Explain to employees that they play an active role in developing action plans
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