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.
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.