One of the biggest drivers of employee engagement is responding to their feedback. About 90 percent of workers say they are more likely to stay at an organization where leadership listens to and acts on the feedback they receive from workers. With this understanding, it's easy to see why many experts view employee engagement surveys as double-edged swords. On the one hand, they're a powerful engine for measuring the pulse of employees and understanding the direction they'd like to move in, but on the other, if employees are surveyed regularly but nothing ever comes of it, they may feel disillusioned. After conducting an employee engagement survey, the results must be communicated to employees along with steps management will take in response to the feedback. Sometimes this will be easy, sometimes it will be more difficult. Regardless of the results, employees will respect leadership more if the leaders are transparent and honest. Depending on the course correction that's needed, it may be helpful to solicit employee buy-in in the form of a collaborative action plan. This will help empower employees to take ownership of their own engagement and solve their own issues. Remember, these plans don't need to be sweeping—Rome wasn't built in a day. Instead, focus on working with team members to develop smaller, tangible actions to address the problems identified and work to start an incremental change.
How to Respond to Negative Employee Engagement Surveys