Turning insights into action – What we can learn from the QBCC case

Turning insights into action – What we can learn from the QBCC case?

Many organisations conduct employee surveys to gather valuable feedback, but the real impact comes from transforming that feedback into meaningful action. When clear and well-executed action plans follow surveys, they can significantly enhance employee engagement, satisfaction, and organisational culture. However, neglecting to act on feedback can lead to disengagement, low morale, and decreased participation in future surveys.

The Queensland Building and Construction Commission (QBCC) recently faced challenges that highlight the importance of prompt reporting of results and effective action planning. After conducting an employee survey that revealed issues like workplace bullying, harassment, and low morale, the QBCC allegedly delayed addressing these concerns. This inaction led to increased dissatisfaction and turnover among staff, which underscores the critical importance of promptly acting on employee feedback to prevent similar consequences.

From our experiences working in the employee research field, when organisations delay or fail to act on survey feedback, it often negatively impacts their employee engagement. We see this repeatedly. This is often reflected in the response rate for the next survey, which tends to drop. To avoid this, it’s essential to adopt a well-thought-out and structured approach to action planning.

Here are four key tips, taken from our seven proven action planning tips, for turning employee feedback into actionable change.

1. Start with data, allow grievances, and foster a safe space for open dialogue

When employees feel that their concerns are not heard or addressed, it can lead to frustration and a breakdown in trust. The delay in sharing survey results and lack of immediate action can amplify these feelings.

Tip: Base your action planning on clear data from the survey, ensuring it reflects the collective voice rather than just a few vocal individuals. Before jumping into solutions, provide employees with the opportunity to express their grievances in a safe and open environment. This helps to clear the air and ensures that underlying issues don’t hinder progress. Creating a safe space encourages honest dialogue by allowing employees to feel valued and heard.

Bonus: We’ve previously shared a detailed article that outlines how to go about the action planning process. It includes practical resources such as a meeting agenda template, useful discussion prompts, and methods for prioritising key issues. You’ll also find an action planning template to help structure your approach. Take a look for a more organised and strategic approach to kickstarting your action planning process.

2. Take a methodical approach

Without a structured plan, an organisation can struggle to implement effective outcomes, causing further delays and dissatisfaction among staff.

Tip: Use methodology for your action planning process. Tools like Marshall Goldsmith’s Wheel of Change can guide your team in identifying what to create, preserve, eliminate, and accept. This method ensures that your planning is strategic, comprehensive, and actionable, preventing important issues from being overlooked.

3. Swiftly transition from planning to action and empower employees

Once a plan is in place, swift action is key to maintaining momentum and showing employees that their feedback is being taken seriously.

Tip: Act promptly once your plan is in place. Communicate the next steps clearly and begin implementing solutions without unnecessary delays. Empower your employees by involving them in the implementation process. This not only demonstrates your commitment to change but also fosters a sense of ownership and accountability among staff, enhancing engagement and motivation.

Bonus: Focus on identifying the “low-hanging fruit” — the quick wins that can be achieved with minimal effort. This allows your team to see some of their feedback is being promptly addressed. At the same time, it’s important to define strategic priorities that may require more time and effort.

4. Celebrate successes and communicate progress

As progress is made, it’s important to celebrate milestones and communicate changes to the organisation. Employees may not always see improvements on their own, so consistent communication about progress helps reinforce the impact of their feedback.

Tip: Regularly update your team on the progress of actions. Celebrate milestones and successes, no matter how small. This keeps employees engaged and outcomes focused, reinforces the positive impact of their contributions, and maintains momentum. Recognising achievements boosts morale and encourages continued engagement in future initiatives.

Further information

We can all learn from the challenges faced by organisations like the QBCC. Applying these strategies can help you to turn feedback into meaningful improvements, leading to a more engaged and productive workplace.

Download our step-by-step guide to action planning today for a more detailed look at best practices or contact us for further support.