How to turn employee survey results into effective action

We understand that employee surveys are essential tools for uncovering engagement levels and identifying improvement areas. However, the real impact of these surveys comes not from the data alone but from how that data is used to drive meaningful change. The true value lies in turning survey insights into action.

There are two types of action arising from employee surveys. The first is strategic action at the enterprise level—these actions typically focus on organisation-wide policies, cultural shifts, or structural changes. The second refers to local actions, which are specific issues within individual teams or departments implemented by leaders.

Strategic company-wide and local actions are important for effectively addressing issues identified in engagement surveys. However, companies tend to be more challenged with implementing strategic, organisational-wide actions. As we enter a new year, one in which the world of work can only be described as increasingly complex, flexible, and technology-driven, many organisations are revisiting their employee experience strategies. To help guide this process, we’ve identified six core principles for moving from insights to action.

1. Maintain momentum

Momentum is key. We have asked our people for their feedback. It is important that we consider this feedback and implement appropriate actions. The sooner an organisation moves from data to action, the better.

2. Prioritise

Analyse the feedback to identify the most significant issues driving your overall engagement levels. Prioritise areas that support your broader organisational goals and have the potential for maximum impact. Are there any quick wins that can be implemented with minimal effort but visible results? By balancing these quick wins alongside long-term goals, organisations can maintain momentum and demonstrate a commitment to improvement.

3. Set specific, measurable goals

Organisations often focus on complex, systemic issues. Establish clear objectives and define measurable targets to track progress. Assign responsibilities for each item. Ensure initiatives align with your organisation’s overall strategic goals.

4. Engage employees

Involving employees in the planning and decision-making process is critical for success. Seek their input on potential solutions to foster ownership and relevance. This collaborative approach ensures that improvements are meaningful and sustainable.

5. Communicate effectively

Share your survey results and planned actions with all employees. Provide regular updates on your progress.

6. Monitor progress and adjust

Assess the effectiveness of your actions regularly via a pulse survey or other feedback channels to track improvements and gain feedback. Be ready to adjust your initiatives based on ongoing feedback.

At Insync, we help organisations translate their survey insights into impactful action. These principles can build a more engaged and motivated workforce, driving lasting positive change. Contact us to discover how we can support and ease your efforts in achieving these goals.