TSI Blog

Employee survey – setting improvement actions

November 2nd, 2011 by Jaime Johnson

This is the last in our series of blogs looking at getting the most from your employee survey.  You can read the previous blogs here.  In this blog we’ll look at setting improvement actions as a result of survey feedback.  An area oft forgotten!

Arguably the most important aspect of the employee survey process

Improvement action planning should be the most important part of the survey process – but a number of organisations fall down in this area. Statistical techniques such as factor and regression analysis can allow you to highlight the areas impacting on employee engagement and help to focus action planning.

Indices can be calculated in key areas; for example if the survey identified communication as an area needing improvement, you can set a target for the average communication score for the next survey.

Setting and then publishing these targets can have a powerful effect on both management and employees. If managers know they are to be measured against specific standards they will take follow-up action much more seriously. And if employees can see a public commitment to change and improve, they will play their part more energetically.

Your managers should be supported in the employee survey follow up and action planning process.  Guidance and assistance should be offered so that they may work with their survey data and their team to look for simple and effective ways to improve scores and implement positive change.  Survey feedback should be provided in a ‘workbook’ format, guiding managers through their survey results and not simply a spreadsheet of data that they have to trawl through.

Follow-up action

Employee Survey Action Planning

Ideally, all managers should work with their teams to identify and prioritise two or three areas requiring improvement. These could include the output from any statistical analysis or the global targets, but can also be identified from the team’s local results.

The team then need to develop and implement an improvement action plan that is regularly reviewed. It is useful to document the agreed improvement actions and how they will be delivered. This summary can then be used to review the progress of the plan as actions are taken as result of the plan.

For further information on our tailored employee survey process, please feel free to contact us directly.

Written by Jaime Johnson
Jaime Johnson is the founder of The Survey Initiative. With an MSc in Applied Social Research coupled with nearly ten years employee research expertise. She originally worked within the Ministry of Defence, then moved to a dedicated psychology based consultancy, before founding The Survey Initiative. Jaime has worked with countless national and international clients meeting and exceeding their employee research needs. Clients have included Kent Police, Boehringer Ingelheim, GAME, THUS and Red Funnel Ferries. Jaime loves a good coffee! Visit http://www.surveyinitiative.co.uk for more information.

2 responses

Posted by: Employee Survey | Employee Survey Actions | Employee Surveys | The Survey Initiative | Employee Engagement – The Inside Story | Scoop.it
November 2, 2011

[…] Employee Survey | Employee Survey Actions | Employee Surveys | The Survey Initiative Arguably the most important part of the employee survey process. We look at setting improvement targets as part of the survey process. Source: http://www.surveyinitiative.co.uk […]

Posted by: Leadership That Doesn’t Include Engagement Surveys is Leading Employees Nowhere
November 13, 2011

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