The 4 Right Steps for Acting on Your Employee Survey Feedback

After you’ve received all of your employee feedback responses, are you scratching your head and trying to figure out what to do with them? You’ve probably heard us say it before, but sharing your employees’ feedback is a critical step in creating a culture with open communication.

But don’t just shoot out an email to your employees and gloss over the results. In order to share the survey results effectively, you’ll need to present the findings in a way that’s easily digestible and understandable for employees. Follow these four steps to get your employees to buy in and become a part of the process:

1. Prescreen the results: Sometimes employees forget and they mention their colleagues’ names or say something offensive or embarrassing. Review all of the responses ahead of time to make sure no one gets hurt.
   
   

2. Schedule a specific time: Monthly or biweekly — whatever you choose, keep it consistent. Set up a convenient time to review the survey responses when most, if not all, employees can gather and discuss the results.
   

3. Keep it transparent: The biggest mistake you can do is to focus too much on the negative responses. Instead, highlight the good points in the feedback and recognition as well. This helps facilitate a healthy conversation of issues, instead of employees doing witch-hunting or accusing others.
   
   

4. Find next steps: Once you’ve discussed the issues, create a plan of attack. And don’t forget to follow up on the issues so your employees know that you’re seriously committed to making improvements in the workplace.

You might find following this process challenging at first. But if you stay consistent, you’ll see changes rather quickly. Taking action to support collaboration, increase transparency, and open up the communication channels is the first step in transforming your organizational culture.

• The Ultimate Ins And Outs Of Employee Feedback
• The 3 Worst Things You Could Ever Do With Employee Feedback