Read More: http://www.tembostatus.com/blog/what-to-do-with-your-employee-engagement-survey-data So the survey results are in and you may be asking yourself: “Now what?” Well, the first thing you should do is take some time to really get to know your data and think about the results in the context of your organization’s strategy and concerns. “A list of priorities that outmatches the resources or resolve of the organization almost always leads to employee cynicism toward and distrust of the process. A short list of priorities worked well will advance the cause of the organization much better and faster than a long list worked poorly.” -Jack Wiley in Strategic Employee Surveys

1. What to do with
your employee
engagement
survey data

2. So the survey results are in and you
may be asking yourself: “Now what?”

3. Well, the first thing you should do is take some time to
really get to know your data and think about the
results in the context of your organization’s strategy
and concerns.

4. 1. Ask yourself
these key
questions…

5. What keeps your leaders up at night?

6. What drives performance within the organization?

7. What has your organization been trying to improve?

8. What will you try to make happen in the next 3-6 months?

9. How do you create the most value for the organization?

10. What areas of the organization are most at risk?

11. 2. Interpret issues raised by employees in light of
the most concerning issues to leadership and
that are in line with current strategic initiatives.

12. 3. Don’t try to do too much at once.

13. Focus on 2 to 3 changes to start. Remember, more is
not necessarily better.

14. Make changes where you feel you can make a meaningful
impact. Sometimes the lowest scoring areas aren’t the first
place to focus.

15. Make changes where you feel you can make a meaningful
impact. Sometimes the lowest scoring areas aren’t the first
place to focus.
Focus on where impacts are more likely to occur. Early
successes can create momentum to take on the harder stuff.

16. Set goals or milestones to evaluate progress.

17. Set goals or milestones to evaluate progress.
Make these goals and milestones public.

18. “A list of priorities that outmatches the resources or
resolve of the organization almost always leads to
employee cynicism toward and distrust of the process. A
short list of priorities worked well will advance the cause
of the organization much better and faster than a long
list worked poorly.”
-Jack Wiley in Strategic Employee Surveys

19. Find out what else you can ask by reading our eBook on
the Employee Net Promoter Score.

20. In the news:
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21. Thank you!