Eight percent of employees strongly agree that their organization takes action on surveys -- and 38% say they don't know if their organization takes any action at all.
Measurement results are valuable -- but they don't mean much unless they inform future action. Plans that follow survey results signal to employees that their voices matter, reinforcing their connection to the organization.
Without concrete action, feedback doesn't move the needle for employees and leads to disengagement, undermining the very initiatives leaders are trying to promote.
Where Organizations Miss on Measurement
- Unclear feedback purpose: Employees are unsure of what they're providing feedback on, leading to responses that seem disconnected or irrelevant. When feedback doesn't lead to clear actions, employees question its value.
- Lack of future-oriented messaging: Communications about survey results focus on past problems or generalizations instead of providing a clear, forward-thinking plan. Without actionable next steps, feedback feels like an exercise in futility.
- Complicated engagement metrics: Metrics that are too complex or lack clarity make it difficult to identify what needs to be improved. Without easily digestible insights, leaders struggle to make informed decisions that drive meaningful change.
How Leaders Should Respond
Turning feedback into action is critical to creating momentum and driving sustained engagement.
Leaders can ensure their action plans are effective by:
- Viewing engagement surveys as the starting point: An engagement survey is just the beginning of the conversation -- a point-in-time snapshot. It's not enough to just collect the data. Leaders need to actively listen, take action and follow through.
- Developing clear, future-oriented action plans: After receiving feedback, be transparent about the steps you'll take to address concerns and drive improvement. Share a clear plan of action, focusing on what will change moving forward.
- Celebrating positive results: Action plans are about more than just addressing problems -- they're also about celebrating progress. When improvements are made, share these wins with employees. This reinforces the connection between their feedback and the positive outcomes that follow.
- Creating accountability: As leaders, it's important to model accountability by committing to and following through on action plans. Inconsistent follow-through can erode trust and disengage employees.
Nothing builds momentum more than asking for feedback, acting on it, and then sharing and celebrating positive results. When employees see that their input leads to tangible change, they become more invested in the company's success, boosting overall engagement.
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This content first appeared in our "10 Lessons to Improve Employee Engagement" microlearning email series.
