Employee surveys are an incredibly effective way of gathering employee feedback, gauging engagement levels and identifying opportunities for improvement. But of course we would say that — we are a leading provider of employee surveys, after all. What you might be surprised to hear us say is that surveys by themselves are not enough. They are, in fact, only the first step. Without effective post-survey action planning, the time and resources spent conducting surveys are wasted, and employees are left disillusioned about whether their input truly matters.
Our benchmark data highlights a significant issue: across sectors, only 52% of employees believe any action will be taken following an employee survey — which is, needless to say, a big problem. This disconnect undermines trust and engagement and could, in the long run, lead to declining participation in future surveys.
To bridge this gap, organisations need to shift their focus from simply gathering data to implementing meaningful, well-communicated action plans that address employee concerns.
Here’s how to make post-survey action planning effective and impactful.
Read further: How to choose an employee survey provider
After survey results are collected and analysed, transparency is the first step. Employees need to see that their feedback has been heard. We advise you share a summary of the findings, highlighting key themes, both positive and negative. Avoid jargon and focus on straightforward messaging that connects with your people.
It should go without saying that transparency with your team builds trust and accountability. It also demonstrates that your organisation is serious about acting on employee concerns. However, communicating results alone is not enough; what comes next defines the success of the entire process.
The heart of post-survey action planning is turning insights into a concrete, step-by-step plan. Prioritise issues that are most pressing or have the greatest potential for positive impact. Start small — trying to fix everything at once often is unrealistic and generally just results in higher levels of frustration and disillusionment.
Here’s a three-step process to creating a post-survey action plan:
Include your people in the brainstorming process to keep them engaged and enthusiastic about the employee listening process. Those on the front lines often have valuable insights and practical suggestions that you will want to hear.
Unsurprisingly, setting clear goals can go a long way to ensuring a smooth and productive post-survey action plan. Define measurable outcomes for each priority area. For example, if communication is a concern, an objective might be improving the frequency and clarity of team updates. Check out our post on real-world examples of how our clients have successfully improved communication at work.
Designate leaders for each initiative, ensuring accountability and progress tracking.
Avoid letting action plans become an exercise in ticking boxes. Real change requires sustained focus and commitment.
Many organisations fail in post-survey action planning because employees are left in the dark about what happens next. Regular updates on progress and milestones keep momentum alive and reinforce the organisation’s commitment.
For example, if improving employee wellbeing is a focus area, share updates on new initiatives like flexible working policies or mental health resources. Use multiple communication channels — emails, team meetings or internal newsletters — to increase the odds of employees receiving and digesting the information you’re sharing.
Regular updates also provide opportunities to gather feedback and make adjustments if needed, so it’s a win-win for everyone.
Action planning isn’t complete without good old data. In short, you need to be measuring results. This helps you understand what’s working and where further improvements are needed. Use a mix of quantitative metrics (e.g., reduced turnover rates, improved employee engagement scores) and qualitative feedback (e.g., employee sentiment in follow-up surveys).
Data collected during this phase can feed into future employee surveys, creating a continuous improvement cycle. Demonstrating tangible outcomes builds credibility and encourages employees to stay engaged in the survey and employee listening process.
You might also be interested in our webinar about how to make post-survey action plans stick, or our case study on how InHealth achieved this feat!
The effectiveness of employee surveys hinges on what follows — action. The data itself is only as valuable as the changes it inspires.
When employees feel heard and see that their feedback drives real improvements, trust and engagement grow and flourish. On the other hand, failing to act erodes confidence and creates a culture of cynicism.
Our benchmark data underscores the urgency of this issue: less than half of employees expect action after a survey. This is a missed opportunity for organisations to demonstrate accountability and strengthen their workplace culture.
By prioritising post-survey action planning, organisations can create an environment where employees feel valued and motivated to contribute. The key is consistency — listening, acting and communicating progress every step of the way.
Effective action planning doesn’t end with implementing changes. It’s an ongoing process that requires commitment and adaptability. As employee needs and workplace dynamics evolve, so too must your approach.
Remember, the goal isn’t perfection — it’s progress. Employees don’t expect instant solutions, but they do expect honesty, effort and follow-through. By taking a thoughtful and strategic approach to post-survey action planning, organisations can build a culture of trust, engagement and continuous improvement.
Need help with post-survey action planning? Our experienced HR consultants will maximise the insights from your employee survey and engage your team to create meaningful change. Contact us to discuss how we can support your post-survey action planning.
Action planning resources:
Inspirational case studies:
