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
6. Align on the next steps.
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
6.Align on the next steps.
Thank people for participating.
Who: From the manager to the team(s)
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
At the beginning of the meeting
This step is simple but essential.
Clarifying your plans assures people of your commitment to act on their feedback.
Provide an initial overview of the results.
(you) From the manager to all the people on the team.
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
During a team meeting.
Sharing results keep the feedback top-of-mind and help connect the results and action plan to their
Discuss team-level results within teams.
(you) Managers and their teams.
Discuss survey results at the team level
During a team meeting
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.
Keep it simple.
• When discussing the results, focus on the most (strengths) and least (needs or challenges)
• 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
0-Not at all
0-Not at all
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
Communication Tips for Sharing
Employee Survey Results
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.
1. Employee survey results can be
challenging to understand.
2. Be as clear and concise as possible
when you share the results with
3. Avoid jargon and commentary
that will create confusion.
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
Don’t debate who’s right and who’s wrong.
1. Employee survey follow-up conversations
aren’t about debating which opinions are
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.
Ask for questions.
1. Always ask questions.
2. Ask for questions after each data
3. If people seem quiet, let them know
you’ll ask direct questions during the
discussion and request their
involvement in the improvement
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.
1. When communicating survey results, do your
best to be an impartial observer.
2. Communicate the findings without interspersing
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
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