A company’s relationship to its employees is analogous to personal relationships. We call it “employee engagement,” “employee value proposition” and other trendy HR terms. Yet in its simplified form, an employee’s day-to-day experience and relationship with their company requires attention to their desires, helping them feel heard and taking action to what is important to them. Sounds like love, right?
This month, February, traditionally the month symbolized by red hearts and the celebration of love, we’re focusing on how you can take actions that will result in employees feeling heard, cared for, and in love with their workplace.
One of the best ways for employees to truly feel heard, respected — and loved — is to conduct an employee engagement survey to gather insights on what’s working for them. But just like with other relationships, asking the questions isn’t enough. Employees will also need to see action.
If you’ve recently completed an employee engagement survey, or are in the process of planning to undergo one, it’s important to understand that you’ll need an Action Plan to appropriately respond to the feedback you received and to make measurable improvements. An Action Plan will meet the need for employees to hear back about the survey results and start to see changes as a result of the insights they shared.
What Is an Action Plan?
An Action Plan defines a specific set of steps that you propose to take as a result of findings from your employee engagement survey. The activities proposed in the plan should align with your business goals and desired end results. The Action Plan ensures that the discoveries from the engagement survey can be translated into direct, positive impact.
Here are the top three reasons to develop an Action Plan for your employee survey effort.
1. Avoid Aimless Survey Efforts
An Action Plan provides the direction that your employee engagement survey needs to help create meaningful change within your organization. Some of the risks for not having a systematic plan to interpret and use the information you collect include:
- Concentrating on the wrong data
- Becoming overwhelmed by the analytics and, as a result, not taking purposeful action
- Lacking accountability for actions
- Limiting employee involvement beyond answering survey questions
- Having the inability to track whether actions tie back to the data collected in the survey.
Ultimately, all of these risks can lead to inaction despite how valuable the feedback you collect during the survey might be.
2. Effectively drive change
Gathering feedback from employees via an employee engagement survey will yield valuable insights that can dramatically improve your workplace. However, you need a plan to make those insights actionable.
Employee feedback alone doesn’t drive change in an organization.
Action Plans drive effective change because they provide the blueprint for what happens after the survey data is collected. Some of the actions it defines includes:
- How results will be shared with various stakeholders
- Which findings you intend to address
- The specific, actionable deliverables that will close the gaps and solve problems that were identified, and the timeframes to do so
- Who will be involved in those deliverables and how
- Information necessary to facilitate decision-making along the way
With this wealth of information, you’ll be able to create impact on business issues that you uncover with your employee engagement survey — even those that are not directly related to talent.
3. Create an engagement bridge across the organization
While sharing a report of findings with various stakeholders in the company is a good start, it’s not enough. Employee engagement is often assumed to be HR’s responsibility. However, more realistically, it is, and should always be, a shared responsibility across all roles in the organization.
For HR and/or the employee engagement survey team, the Action Plan defines and prioritizes the next steps to be taken as a result of survey findings.
For senior leadership, the Action Plan connects employee analytics, or the data gathered from the survey, with business goals.
For managers, the Action Plan defines the roles and actions needed to carry out recommended strategies.
For employees, the Action Plan defines how their feedback will be acted upon and engages them in the process of creating change.
At Talmetrix, our focus is to make the employee experience effortless. To that end, our tools provide a turnkey, proven approach to gather insights from employees through an employee engagement survey. Beyond that, you can use our built-in tools to interpret the data, prioritize the findings and create an Action Plan that helps employees fall in love with their workplace — all over again.
Download our white paper, The Power of an Action Plan: How to use your employee engagement survey data to create an engaged, talent-focused workplace today!
Comments are closed.