How to Act on your Employee Engagement Surveys
Retaining top talent and improving employee productivity are two core areas that every business leader has on their radar.
For SMEs, (which account for 99.9% of the business population and employ 61% of the workforce) addressing employee feedback is essential to building a thriving workplace. One of the most effective ways to gather and act on this feedback is through conducting regular employee engagement surveys.
Employee engagement surveys provide companies with valuable insights into employee satisfaction, motivation, and concerns. When properly implemented and acted upon, these surveys can significantly boost morale, enhance employee engagement, and drive productivity. In this article, we explore how SMEs can leverage employee engagement surveys to act on feedback and create a happier, more productive workforce.
The Role of Employee Engagement Surveys
Employee engagement surveys are structured tools that allow businesses to gather honest feedback on various aspects of the workplace, such as management, work culture, development opportunities, and overall satisfaction. According to a 2023 report by Gallup, companies that regularly conduct employee engagement surveys and act on the results see 23% higher profitability and 18% lower turnover.
In the UK, engagement surveys have become increasingly important, with over 70% of SMEs now conducting them at least annually. For many SMEs, these surveys are a vital first step in understanding employee needs and identifying areas where improvements can be made to boost morale.
Creating a Culture of Open Feedback through Surveys
How to Do It
Regularly Conduct Surveys:
Engagement surveys should be conducted consistently, whether quarterly, biannually, or annually. This ensures that feedback is current and actionable.
Tailor Surveys to Your SME:
Make sure the survey questions are relevant to your specific work environment and challenges. SMEs should focus on areas such as work-life balance, communication, development opportunities, and leadership effectiveness.
Taking Action on Survey Results
Surveys are only effective if the data is used to drive change! One of the biggest reasons for disengagement is when employees feel that their feedback is ignored. According to Office Vibe, 40% of employees feel that their feedback is not acted upon, which can lead to demotivation and reduced morale.
How to Do It:
Prioritise Action Areas:
After reviewing survey results, create a priority list of issues that need immediate attention and those that can be addressed in the long term. Quick wins, like improving office facilities or updating communication channels, can provide an instant morale boost.
Involve Employees in Solutions:
Engage employees in finding solutions for the issues highlighted in surveys. For example, if work-life balance is a concern, set up a working group to explore flexible working arrangements.
Want to know more about eNPS? Check out our blog here
Measure the Impact of Survey-Informed Actions
Once actions have been implemented, it’s important to measure the impact to ensure that the changes have positively influenced employee morale and engagement.
How to Do It:
Follow-Up Surveys:
Conduct follow-up surveys or pulse checks to assess whether the changes made have improved the workplace environment. This continuous feedback loop is essential for staying on top of employee concerns.
Monitor Key Metrics:
Track key performance indicators like employee turnover, absenteeism, and productivity before and after implementing feedback-driven changes. This will help measure the tangible impact of acting on survey results.
Why Employee Engagement Surveys Matter
For SMEs, employee engagement surveys are invaluable in understanding the needs and concerns of their workforce. Acting on the insights gained from these surveys can lead to significant improvements in morale, retention, and overall business performance.
Statistics Supporting Survey-Driven Change in UK SMEs:
A survey by the CIPD found that 78% of UK SMEs who regularly conducted employee engagement surveys reported higher employee retention rates.
Companies that act on engagement survey results see a 21% increase in profitability, according to Gallup.
SMEs that address concerns raised in surveys are 2.5 times more likely to reduce employee turnover, according to a report by PwC.
By focusing on understanding, acting on, and communicating survey results, SMEs can create a positive feedback loop that not only boosts morale but also helps the business thrive in the long term.
Analysing Feedback from Surveys to Understand Trends
How to Do It:
Look for Patterns:
After gathering survey data, analyse it to spot recurring issues or concerns. Use tools like pulse surveys for quick feedback on specific areas and conduct deeper analysis with longer, more comprehensive surveys.
Segment Results:
Segment responses based on departments, roles, or locations. This allows SMEs to identify if certain issues are localised or company-wide, helping to tailor responses more effectively.
Communicate Survey Findings and Planned Actions
Transparency is key to maintaining trust and improving morale after conducting surveys. Employees need to feel that their feedback is valued and that changes are on the horizon.
How to Do It:
Share Survey Results:
After collecting feedback, share a summary of the key findings with employees. Acknowledge the areas where the business is doing well, as well as areas that need improvement.
Set Clear Expectations:
Communicate which changes will be made, and when employees can expect to see them. For longer-term issues, provide regular updates to ensure employees know their concerns are being addressed.
