Employee Surveys 101: Your Guide to Building Employee Engagement

Introduction

Welcome to our guide to building employee surveys where we answer some of your burning questions! In our recent webinar, Felicity Morath, Head of Learning and People Development at St Mary’s University, shared insights on “putting data to work” – transforming employee survey data into tangible, impactful action plans.  

Today, we present a Q&A session addressing insightful queries from our webinar audience. We’ll explore the nuances of simplifying survey results, crafting meaningful questions, and translating raw data into plans that make a difference. Let’s dive in! 

Simplifying Survey Results for Actionable Insights

Question 1: Survey results can be complicated and overwhelming for departmental leadership teams. How do we make it simpler for leaders to understand the short/medium/long terms changes that need to happen, and what examples of “quick wins” have you got which may get things off to a positive start?  

Understanding survey results might seem daunting, but it doesn’t have to be. We believe in the power of action planning frameworks that help leaders make sense of the data and turn it into action.

People Insight’s recommended action planning framework 👆

Explore our Essential Guide to Action Planning. It’s like a roadmap, breaking down the process step by step, making it easy to decode survey data and create plans for positive changes. 

We recently hosted a webinar with Zosia Hedges, Associate Director of Brand and Communications from InHealth, and she shared InHealth’s exact approach action planning including their innovative ‘action planning wheel’. Watch the InHealth webinar playback for a practical case study on executing action plans for guaranteed success, with a focus on the value of quick wins and how to effectively implement them. 

Crafting Effective Employee Surveys

Question 2: Is there a ‘magic number’ of questions or a sweet spot for ensuring meaningful engagement without making the surveying process laborious? 

Great question! When it comes to survey questions, it’s all about finding that sweet spot for meaningful engagement without making it feel like a chore. At People Insight, we tend to recommend a balanced approach – too many questions can feel overwhelming, and respondents might disengage. On the other hand, too few questions might not capture the depth of insights you need. 

We generally advise aiming for no more than 45 questions for a full survey. However, the magic number really depends on the specific objectives of the survey. Always align your survey length with your goals. It’s all about quality over quantity, with each question contributing to a richer understanding of the employee experience. 

Translating Raw Data into Actionable Plans 

Question 3: How do we translate raw data into realistic and impactful action plans? 

This question has a myriad of answers! Let’s tackle it from a macro-perspective. The process involves two key steps: 1) smart summarisation of raw data 2) converting this new, meaningful data into the outline of an action plan. 

For the initial step, the People Insight platform smartly summarises your data in a dashboard. It provides a top-line engagement score for instant understanding of your employee experience, along with more detailed insights derived from your survey’s contents. These insights can be benchmarked against your industry, offering a contextualised view of your company’s standing, its strengths, and areas for improvement. Benchmarking lets you know respectively how you’ve faired – where your company shines and where there’s room for improvement.  Witness the functionality of our dashboard below 👇

From this point, converting this meaningful data into an action plan is best undertaken as a collaborative effort between HR and leadership teams. Recognising the importance of this collaboration, People Insight offers tailored workshops both before and after the survey. Our workshops go beyond deciphering data; they establish a collaborative culture where HR and leadership work hand-in-hand. Whether it’s brainstorming sessions to interpret data or strategy workshops to formulate action plans, these sessions act as catalysts for effective collaboration. 

By engaging HR, leadership, and staff at different levels, you’re not just addressing challenges; you’re co-creating solutions that genuinely reflect the needs and aspirations of the entire team. It’s a collective effort paving the way for a more engaged and motivated workforce. 

Engaging the Business in Survey Discussions

Question 4: How do you engage the business in discussions around survey insights? 

Engaging the business in discussions around survey insights is crucial for turning data into meaningful actions. One effective approach is to diversify your communication channels beyond the traditional. At People Insight, we understand the importance of reaching different audiences in ways that resonate with them – that’s why we offer bespoke communications work to aid in building out your listening programme. 

Beyond just emails, we leverage unique channels like posters, infographics, video animations, and live-action videos. These varied formats cater to different preferences within the workforce, ensuring that your message isn’t just delivered but is received and understood. 

Our communications work can be tailored to your organisation’s culture and communication style. It’s not a one-size-fits-all approach; we craft a message strategy that speaks directly to your team. Learn more about how to communicate your survey programme in this guide or reach out to us to see where our comms work can play a role in your listening strategy.

Conclusion 

And there you have it – a glimpse into the art and science of translating employee survey results into actionable strategies. We hope this Q&A session has sparked new ideas and perspectives on how to navigate the intricacies of survey data. 

As we wrap up, remember that the power of surveys lies not just in the questions asked, but in the meaningful actions that follow. A massive thank you to our webinar audience; your curiosity fuels the ongoing conversation around creating workplaces that thrive on the insights of their most valuable asset – their people. Keep the dialogue alive, keep innovating, and let’s continue to shape workplaces where every voice is heard!