One of your assignments at work is to analyze the results of a company-wide engagement survey
Answers
Answer:
If a tree falls in the forest but no one hears it, did it really make a sound? This frequently-asked hypothetical accurately sums up an employee engagement survey.
If you conduct a survey but don't communicate or act on the results, what's the point? Did it actually make a difference? (Hint: Probably not.)
Without action, your employee engagement plans will fall short. So how can you make the most of your employee engagement surveys?
Understand how to move the needle on engagement:
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Use the following tips to understand what to do with employee engagement survey results to increase engagement across the board.
1. Communicate clearly.
Communication is a crucial part of launching a successful engagement survey. Keep both managers and employees in the loop at each stage—before, during, and after the survey.
Thank employees for participating.
After the survey closes, send an email to thank your employees for participating and providing their feedback, and share the overall response rate.
Set expectations, clarify accountability, and commit to a timeline.
Work with team managers to share next steps in the action planning process and set expectations for the timeline and accountability for engagement survey results.
2. Review your survey results.
Review and analyze your employee survey results with your provider and internal survey project team. There are multiple ways to assess your survey results. Here are some quick tips:
Evaluate favorability.
Favorability gives you a high-level view into your organization's engagement. Overall favorability is a combination of responses that are either "Strongly Agree" or "Agree" across all survey questions asked. An overall favorability of 70% or higher is healthy.
Understand your unique engagement drivers.
This helps you identify survey questions that have the highest correlation to employee engagement so you can pinpoint which results to focus your action on.
Do you notice any themes?
Which key drivers are most favorable?
Which key drivers are least favorable?
Which key drivers have improved or declined since the last survey?
Compare results to your last survey.
Review areas of greatest improvement and decline since your last survey so you can understand what progress you’ve made (and can continue to reinforce) as well as what areas need more attention.
Examine group level differences.
Slice and dice your data to compare different demographics within your organization. This can help you understand unique employee perceptions across teams, departments, locations, functions, gender, tenure, etc. so you can better target your efforts.
With your results and analyses in hand, you can present your findings to the leadership team to begin initial discussions on takeaways, areas of focus, and potential action plans.
3. Share key survey findings with employees.
After analyzing and sharing results with senior leadership, loop your employees in on some of the key stats and findings.
Share encouraging and relevant insights such as “most improved,” “largest gap compared to last year,” and other stats your employees will find interesting. Updating your employees helps keep the survey top of mind and demonstrates that their feedback has been heard—even if you haven’t yet taken action on those results.
Explanation:
A correct option is option "a". "Take this as a learning opportunity for your team and share with them the details of your mistake and how you resolved it".
- The mistake: Instead of categorizing the data by newly reorganized business unit, the person has categorized the data by the older system.
- The mistake that has been made cannot be altered it could only be rectified and learned, In the given case to rectify the mistake the individual spends extra hours and rectify it. The person should inform his team about the mistake so that.
- They can recommend better solutions to rectify the mistake.
- they can learn from their mistake.
- By making mistakes one gets to experience so plays an essential role and rather than hiding them one should confront and face it.
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