Insights to Action: What's Wrong with Employee Surveys?

Failure to take action following employee surveys - not the surveys themselves - is usually the biggest "problem" with employee surveys.

Research shows that, after an employee survey has been conducted, employees are much more interested in seeing action taken than they are in seeing the results of the survey themselves. Employee surveys have little or no value if nothing is done to make improvements - and then communicate the link between action and feedback from employees. This is why successful Action Planning and communication is critical to the success of employee surveys.

Clients choose Insightlink's 4Cs survey when they are ready to see what's happening, hear about concrete actions designed to impact change and are set to move forward on a meaningful path to improving their organization. Insightlink helps organizations who are ready to take a look at themselves because they understand the financial benefits linked to employee engagement.



In fact, when organizations do not ultimately choose Insightlink, it is because they have senior management decision-makers who are not committed to change and/or have directed HR to pick a cheap, do it yourself solution as a token show of interest in employees' opinions. Sound familiar? If so, click here to request an article about the Financial Benefits of Employee Satisfaction.

When you are committed to employee satisfaction (or willing to make it so!), then the Insightlink 4Cs Employee Survey with its Feedback and Action Planning Workbook is your best choice for meaningful change. Offering guidance and form-fillable worksheets, you'll be able to transform results from your employee opinion survey into useful and effective strategic plans. With practical guidance, tips and user-friendly forms and templates, you will see how to navigate, understand and take action on your employee survey results so that you can:

  • Set short-, medium- and longer-term goals to address areas for improvement
  • Facilitate sessions to share survey results with employees
  • Solicit employee suggestions and feedback efficiently
  • Prioritize key action items and identify key stakeholders to be accountable
  • Create Action Plans tailored to the specific needs of your organization.
  • Identify realistic timeframes for implementing each item in your Action Plan
  • Implement a communication strategy
  • Develop metrics to measure progress as your Action Plan is implemented
Taking these steps will jump-start your employees' satisfaction and help your organization reap more of the benefits that come from having a motivated and engaged employee workforce.

CLICK HERE TO REQUEST EXCERPTS FROM INSIGHTLINK'S ACTION PLANNING WORKBOOK

So are you ready to see what's happening, hear about concrete actions designed to impact change and set to move forward on a meaningful path to improving your organization? Call to talk to a member of our research team today at 866-802-8095 x705...or email information@insightlink.com to set up a conference call or demo to learn more.