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The health and wellbeing of your employees are of paramount importance. Not only do they affect their productivity, but they also determine their level of engagement towards your organisation.
It's difficult to measure employee engagement. This is where employee engagement surveys come in. They’re a common way to measure engagement, gauge wellbeing and develop a new strategy.
But deciphering the results is sometimes just as difficult.
You risk losing valuable information on how to improve your business if you don’t use the results properly. Read on to find out how to make the most of your surveys.
Understanding how to interpret employee engagement survey results is essential.
You can get powerful insights into how to work. When you acknowledge this, you can make changes to improve employee engagement and productivity.
Having distinct areas of employee engagement survey result analysis will help you draw these conclusions. Let’s look at some of the ways you can analyse the data.
Quantified (numeric scores) results are a direct, meaningful way to express results. Everyone remembers numbers. This also makes it easier to compare data. For example, showing how different respondents answered a survey item as a percentage helps us better understand the overall trend.
The employee experience is unique for everyone. Segmenting your data by employee groups and demographics can give you more insight into the challenges that specific workgroups face.
This will allow you to compare how different teams are doing and take action where it matters most.
Look for trends within your survey results. Often what's meaningful to one person may not be to another.
When 80% of the respondents say they’re not satisfied with the paid time off policy, that’s telling. When a few staff members say they want an extra 15-minute break during the day, maybe not so much.
Are the responses consistent across the organisation? Are there differences between FTEs and hourly staff? What about seasoned staff members vs. recent recruits? Asking yourself these questions will help you identify improvements that will have the largest impact for specific departments.
Don’t just look at the numbers. Make sure you give equal attention to qualitative responses. These types of responses are important because they are more in-depth than quantitative data. It’s what helps tell the story.
Without context, numeric answers can be unreliable because they don’t consider extraneous factors. A qualitative approach can capture motivations, thought processes, and attitudes.
When you’re doing data analysis, don't discount your personal experience and intuition. You are also a crucial part of your organisation.
Ask yourself: does the data make sense given the company culture and circumstances? Objective analysis is smart, but don’t discount your gut.
If there are discrepancies between your personal experience and your results, dig deeper. Consider sending an open-ended, follow-up survey or holding a small focus group to learn more about the data. This will help you better understand the big picture.
Once you’ve collected employee feedback, it’s time to do something useful with it. This is where the process adds value back to the organisation.
One of the primary components of this phase is sharing results. It’s important to share results with everyone who provided feedback through the survey so that they can see the value in participating rather than see it as a formality.
Workplaces that share results well are much more likely to make meaningful changes. These five easy steps will help engage people in the process:
But how do you communicate employee engagement survey results to your employees? The primary way you can share the results is through a report and action plan.
Once you have reviewed and analysed your results, it’s time to create an employee engagement survey results report.
Showing how your employee’s opinion can affect company-wide policy will massively improve engagement and encourage employees to try and improve processes.
Here you will show the data you gathered and develop an action plan based on your insights. This allows employees to see exactly how you take their comments on board.
We have an employee engagement survey report sample for you to download and use with your results. Click the button below to download yours today.
Create a healthy work environment and engage your team members by setting an example. One way you can do this is by having an Employee Assistance Programme, which improves wellbeing. Our EAP also comes with a wellbeing app, which employees can use whenever they want to access wellbeing resources.
If you need advice on how to manage engagement and wellbeing through an EAP, call us today on 0844 891 0352
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