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How to Communicate Employee Survey Results in a way that will support implementation plans and action within your team

Mike Cardus
February 05, 2023

How to Communicate Employee Survey Results in a way that will support implementation plans and action within your team

1. Thank people for participating.
2. Provide an initial overview of the results.
3. Discuss team-level results within teams.
4. Keep it simple.
5. Initiate dialogue by asking open-ended
questions.
6. Align on the next steps.

Mike Cardus

February 05, 2023
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  1. How to Communicate
    Employee Survey Results
    in a way that will support
    implementation plans and
    action within your team
    1

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  2. 2
    1.Thank people for participating.
    2.Provide an initial overview of the results.
    3.Discuss team-level results within teams.
    4.Keep it simple.
    5.Initiate dialogue by asking open-ended
    questions.
    6.Align on the next steps.

    View Slide

  3. Thank people for participating.
    Who: From the manager to the team(s)
    What:
    Review that the company achieved X% participation
    Share the date that the survey closed and when data started to be shared
    Thank people for participating
    Outline the next steps in the process
    1. Share your results - strengths and challenges or needs
    2. Work with the team to identify team strengths and challenges or needs to develop improvement plans
    3. Develop and implement improvement plans
    4. Cadence and follow up of improvement plans
    When:
    At the beginning of the meeting
    Why:
    This step is simple but essential.
    Clarifying your plans assures people of your commitment to act on their feedback.
    3

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  4. Provide an initial overview of the results.
    Who:
    (you) From the manager to all the people on the team.
    What:
    Share the employee survey results in phases, starting with high-level results and then filtering results down
    to individual teams for a closer look.
    Include details like:
    • Participation stats (all ~70% - your dept = 85% of people completed)
    • Top and bottom survey results
    • How you will work as a team to develop improvement plans
    When:
    During a team meeting.
    Why:
    Sharing results keep the feedback top-of-mind and help connect the results and action plan to their
    comments.
    4

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  5. Discuss team-level results within teams.
    Who:
    (you) Managers and their teams.
    What:
    Discuss survey results at the team level
    When:
    During a team meeting
    Why:
    Overall organizational trends are significant, but the real value is found at the team level, where
    the insights and takeaways apply specifically to them.
    These team meetings and focus groups aim to share team results within the context of the broader
    company trends and work together to identify areas for improvement and a plan of action.
    5

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  6. Keep it simple.
    • When discussing the results, focus on the most (strengths) and least (needs or challenges)
    favorable responses.
    • These represent the team’s strengths and opportunities and serve as a perfect introduction
    to discussing areas of improvement.
    Initiate dialogue by asking open-ended questions.
    • Start with thought-provoking questions like,
    • "what was on your mind when answering this question?" or
    • "what can the team do to help you strongly agree with this question?"
    • These questions will invite honest conversations that build the foundation of how to improve
    in the future.
    • To take this step even further, consider how you may gather more information or deeper
    meaning of how the improvements will impact them and what they will see happening when
    changes are made.
    Identify with the team 1 to 3 Strengths to build on or preserve
    Identify with the team 1 to 3 Concerns to improve or change for the better
    6

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  7. 7
    https://mikecardus.com/interest-impact-matrix-corporate-
    team-building-activity/

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  8. Theme /
    Idea
    Specificity
    10–very
    much
    0-Not at all
    Leverage
    10–very
    much
    0-Not at
    all
    Values
    10–very
    much
    0-Not at
    all
    Reach
    10–very
    much
    0-Not at
    all
    Feel Good
    10-very
    much
    0-Not at all
    Potential
    Barriers
    Potential
    Successes
    8
    https://mikecardus.com/nice-to-need-to-stop-corporate-team-building/

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  9. Align on the next steps.
    • Clearly define what is being improved and how.
    • Please include information on who is responsible
    and what they, plus the team, can do, the first steps,
    and end goals.
    This implementation roadmap shows dedication to the
    team’s betterment—employee engagement,
    experience, or performance.
    Collaborating also reiterates the importance of shared
    responsibility on a team and individual ownership of
    employee engagement.
    9

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  10. Communication Tips for Sharing
    Employee Survey Results
    10

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  11. Be open.
    1. Being open and honest is critical to
    communicating employee survey results.
    2. Don’t try to position results to be better or
    worse than they are.
    3. Talk openly about the results.
    4. How you talk about results sets the tone for
    receiving continued honest feedback and
    ideas for improvement.
    5. Being open builds trust.
    11

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  12. Be clear.
    1. Employee survey results can be
    challenging to understand.
    2. Be as clear and concise as possible
    when you share the results with
    employees.
    3. Avoid jargon and commentary
    that will create confusion.
    12

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  13. Respect employees’ responses.
    1. Don’t guilt-trip your employees.
    2. People should not feel like they need
    to retract their survey responses.
    3. When you make them feel guilty about
    your organization’s survey results, they
    are less likely to trust you and the
    survey process.
    13

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  14. Don’t debate who’s right and who’s wrong.
    1. Employee survey follow-up conversations
    aren’t about debating which opinions are
    superior.
    2. Employee surveys reveal perceptions.
    3. Arguing right versus wrong sends the
    message that not all feelings and
    experiences are valid, disengaging people
    from listening, sharing, and being a part
    of a better future.
    14

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  15. Ask for questions.
    1. Always ask questions.
    2. Ask for questions after each data
    slide.
    3. If people seem quiet, let them know
    you’ll ask direct questions during the
    discussion and request their
    involvement in the improvement
    plans.
    15

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  16. Don’t play “who said what.”
    1. Survey responses should be confidential.
    2. When reviewing employee survey results,
    the conversation should never turn into
    speculations about who said what.
    3. This diminishes the credibility and integrity
    of a confidential survey process.
    16

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  17. Be objective.
    1. When communicating survey results, do your
    best to be an impartial observer.
    2. Communicate the findings without interspersing
    personal opinions.
    3. During your team meeting, your personal
    opinions could sway people’s opinions and create
    an environment where people feel worried or
    forced to be quiet.
    4. In addition, people might be unlikely to share
    opinions if they dissent from the perceived group
    leader.
    17

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  18. 18
    References and Sources:
    • https://www.gartner.com/smarterwithgartner/dos-and-donts-of-using-employee-data
    • https://www.cultureamp.com/blog/how-to-share-employee-engagement-survey-results
    • https://www.greatplacetowork.com/resources/blog/how-to-share-employee-survey-
    results
    • https://www.moreheadmsp.net/tips/default/training/workforce/Manager%20Script%20f
    or%20Sharing%20Results.pdf
    • https://www.quantumworkplace.com/future-of-work/how-to-communicate-employee-
    engagement-survey-results

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  19. 19

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