Leighton (JRA)
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Running a workplace survey is easy - it's what happens next that requires work! So what is good process when it comes to "doing something" with your results? Firstly, we recommend you read our two 2008 publications, which can be downloaded here or posted to you in hard copy (please use our contact form to make your request, including full postal details):- Employee Engagement: From Insight to Action - this publication discusses good post-survey process, and details four different approaches that have worked for a number of our most successful clients.
- Employee Engagement: Stories of Success - this publication features a series of case studies illustrating how a range of very different organisations have gone about strengthening the ‘four pillars’ of their great workplaces via innovative yet practical initiatives.
Before you do anything! - If you're not sure how the scores in your survey reports are calculated, click here to download a document that explains Weighted Mean and Level of Agreement scoring.
- If you have any questions at all about your survey reports, firstly ensure that you have read our report viewing documentation Accessing and Understanding Your Survey Reports. If you still have questions, call JRA on +64 9 378 2003.
The Six ‘Must Dos’ - Preparation of survey results – Someone (HR in many instances) reviews the survey results and prepares and presents appropriate high-level summary reporting material to the senior management team (SMT) or equivalent.
- Decision – Real focus is applied to ensure efforts are not too lightly spread, and available resources are brought to bear on things that will make the biggest difference. The 80/20 rule applies here – pick one or two key themes and focus on them.
- Communication – Staff are given feedback on the survey results, on the follow-up process that will be adopted and on their role in that process. They will then be updated periodically (typically quarterly) on progress made against goals and objectives set following the completion of the follow-up process.
- Accountability/Ownership – Someone takes responsibility for the survey results of their area, and is made accountable for setting goals and putting in place the postsurvey initiative. Results are reported against goals regularly, and there are ‘consequences of significance’ depending on whether those goals are achieved or not.
- Investigation – Every effort is made to gain a deep and insightful understanding of the survey results. This involves undertaking appropriate analyses (for example, analysing engagement profiles, key driver analysis, comparison with benchmark data and so on) prior to identifying and prioritising key areas for improvement.
- Implementation – Make sure something changes as a result of the survey and the feedback you have received. The survey will have created an expectation of change, and if it is simply ‘business as usual’ post-survey, staff will become cynical next time you repeat.
*** Edited 3/20/2009 12:04:25 AM UTC by Leighton (JRA)***
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