The use of employee engagement surveys should help
organization’s leadership to come up with a proper employee engagement program.
It is always good to analyze and measure employee satisfaction and employee
engagement if you are to improve the working conditions and atmosphere in your
organization. It is however sad to note that despite the much time and money
spent conducting employee surveys, many organizations to not move towards
engagement and thus do not get any meaningful results as required.
For any employee engagement survey to drive business results
there is need to follow it up with a clear action plan and implementation. The
action plan should be measurable and there should be follow-up which in return
will bring increased productivity in the company. The action part of the survey
should also be developed carefully and professionally to avoid aborting the
objectives in place.
How an action plan
should be handled
To begin with, there should be clear communication between
the individual managers and their team members. This communication will help
the employees to own the process which is a recipe for success. Action planning
should be approached one point at a time starting with the most critical points
based on survey analysis. It is advisable that employee surveys should be
conducted regularly or annually to allow for step by step improvement of the
situations that might be affecting employee morale and output. It is good to
include all the involved parties in the action plan stage if success is to be
achieved.
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How action planning
should be handled for success
Review the survey
results: - The first step towards a successful action plan should be to
review the survey results with other management staff. This will give clarity
to the survey theme helping the management to understand the organization’s key
strengths and weaknesses that need to be improved on.
Communicate results
and review with employees: - Sharing the summary with the employees will
help them know that their voices were not ignored. It will also help prepare
them for the action plan. It is always important to assure the employees that
their contributions are appreciated while at the same time preparing them for
the process ahead.
Appoint a process coordinator: - There should be someone
responsible for the action planning process and this person should be in human
resources department. It is also important to come up with a task force team
that will help handle any major issues that come up in the report.
Come up with specific
and clear goals: - One of the best ways to measure your action plan
implementation should be to set clear goals on what needs to be improved in the
organization based on the report. The goals should be measurable and specific
and should have particular implementation time frame otherwise nothing concrete
will happen.
Let every employee
know their part: - The action planning stage will not only affect and
involve the management but employees as well. It is good to give clear
communication that will prepare employees for any expected changes while at the
same time setting clear accountability requirements as part of action planning
process.
It is important to follow-up on the action plan process
closely to ensure that everything is happening as it should. Additionally,
there should be regular evaluation to measure the success of your action plans.
This should be followed or accompanied by other surveys to see what more ought
to be improved for better results.
Ripa is a well-acknowledged and regular writer on Business
planning and actions. Here she has explained action planning on employeeengagement surveys. See further details here EmployeeSurveyToolkit.com
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