How to improve the employee experience based on team survey results?


Our previous blog post discussed the definition of employee experience and the measurement of engagement, as well as how you can understand fluctuations in engagement levels. Nevertheless, just measuring is not sufficient. In this blog post, we highlight the importance of understanding and acting upon engagement data.

What to do with frequently gathered engagement data?

Increasing your understanding of what lives in your team starts with the current levels of engagement, its evolution and the drivers causing these fluctuations. This will allow you to know (1) what experiences impact your team, and (2) how strong their effect is. Understanding the latter is crucial to be able to focus your efforts efficiently.

As a next step, it is useful to look at differences within your team. Observing differences in focus, effort or enthusiasm gives you additional insights to steer the discussion with your team.

Lastly, it is also important to evaluate the success of actions that have been undertaken to improve engagement levels. Have scores increased or was the action ineffective? Going periodically through each of the abovementioned steps already gives you a great start to improve the experience your team is having.

Fighting the status quo with concrete actions

You risk getting stuck in neutral if you don’t do anything with gathered survey results. It could even have a negative impact, as studies have shown that employee engagement can decline if you survey your employees without showing them real action in return.

Two practices can help you to get the maximum out of your survey data and improve everyone’s engagement at work:

  1. Make respondents reflect on what they can do themselves immediately after gathering their input.
  2. Discuss results formally and periodically with the team, ideally during an existing team meeting. During these meetings, you would typically discuss the experience at work openly, guided by the results of the pulse checks. Next, brainstorming on actions to improve the experience at work if needed, is crucial. Finally, discuss earlier defined initiatives and steer by when appropriate.

Engagement is about the experience you create together

Engagement is not just another KPI that needs to be optimized. It’s about the experience you create together, as a team, rather than about a problem to be solved. David Zinger, a renowned employee engagement expert, recently said that “The worst idea ever is when the anonymous survey numbers become the sole focus of engagement”. The results of an engagement survey tool should thus be used as a starting point, not as an and endpoint. In other words: the results should serve as a basis for discussion to improve everyone’s engagement at work.

Sparble – your virtual engagement coach