The results are particularly high and perhaps even higher than the benchmark.
“Cool. Then we don’t need to work with the results, do we? We’re very pleased, and things are about as good as they can get.”
This is the way most people may react. However, the reality is that all managers and teams should work with high results and should initiate in a dialog about the results.
Work with the results – even if they are very high!
We often find that it can be more difficult to maintain a good result than to improve a poor one. So don’t think that a very high result means a free pass and that you can rest on your laurels until the next survey.
What can you do with the high results?
It is possible to change very low results
If the results of your employee engagement survey are very low, it can be difficult to find the energy, desire, and drive to engage in a team dialog about the results. Nevertheless, it is very important that you do it and – if necessary – force yourself to find the energy to address the results.
What should you do if the results are very low?
If the satisfaction & motivation score is very low, we recommend that you involve your managers and HR to see how you can work with the results in the team going forward.
We recommend that the process following a survey that produced very low results be split into four different phases:
Step 1: For example, if the result is 55, this is relatively low.
Step 2: Here, you will gain insight into what actually works at the moment and what gets the employees to continue their work despite the very low result.
Step 3: For instance, your goal here could be to improve the score to 75.
Step 4: Talk about what the team will look like when you have reached the goal of a score of 75. What specific signs are there that you have created an improvement?
To generate improvement – or to respond to a level that is already high – requires a common effort from the team. However, it starts with you addressing and working with the results of your employee engagement survey regardless of the level of perceived engagement.
Enjoy!