- Most organizations spend a lot of time and resources conducting surveys to gather knowledge about employee engagement. The ultimate goal of the survey is to identify and implement necessary change to better the organization.
- Lack of employee engagement survey follow-up and subsequent organizational change result in serious consequences for the key HR performance indicators of employee productivity, retention, and attendance.
- Even when engagement survey follow-up does take place, often organizational management leaves employees out of the process, jumping immediately to solutions before fully understanding the underlying problems. This results in dissatisfying and failed initiatives.
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Critical Insight
- The most significant errors occur in the back end of the employee engagement survey project: deciding what to change, executing on the proposed changes, and then communicating them to the organization. Only 49% of organizations implement actual change as a result of their employee engagement survey.
Impact and Result
- A large majority of organizations that do implement engagement initiatives execute projects that treat symptoms and not the root causes of employee disengagement.
- Initiatives are typically generated, selected, and implemented by the executive and management team, resulting in initiatives with limited impact and poor employee buy-in.
- Involving staff from the beginning and keeping them in the loop through effective communication are integral to the success of your organization’s engagement program.