How To Get More Value Out Of Your Employee Engagement Survey: Part 3
posted by Laurie Bassi
A well-designed and cleverly analyzed survey is an essential foundation for any organization serious about using HR analytics to create actionable business intelligence. [See our August newsletter and September newsletter for “how-to” check-lists.]
But the survey isn’t enough! You also need to work to make it easy for busy leaders and managers to understand the results – especially the specific actions your survey indicates will drive both improved employee engagement and better business results. Make sure leaders don’t have to sort through piles of data and graphics to figure it out (or worse yet, to guess).
We’ve identified 5 principles to help ensure the reporting of your survey results will serve as a positive catalyst for change in your organization.
1. Focus on quality of insight, rather than quantity of data. This is the “art” of analytics that makes the “science” understandable, compelling, and actionable.
2. Avoid focusing too much attention on rankings of highest- and lowest-scoring survey items. Instead, report findings from the statistical analysis that links employee survey questions to both business outcomes and employee engagement.
3. Create highly visual, analytics-enhanced, mass-customized reports for managers pointing them to the most important actions they need to take, based on the specific results for their group.
4. Put detailed data tabulations in a well-organized appendix (avoid indecipherable data dumps).
5. Use a succinct, well-written narrative to “tell the story.”
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