The key here is committing to appropriate actions based on survey results. “Appropriate” means communicating with employees to explain what changes you are able to make in response to the survey (then following up your words with actions) as well as what changes you are unable to make and why.
Whenever you survey employees, you raise their expectations that you’re going to do something about their input. So don’t even think about doing an employee engagement survey if you aren’t going to respond!
According to BlessingWhite’s latest employee engagement research:
“Engagement surveys without visible follow-up actions may actually decrease engagement levels, suggesting that organizations think twice before flipping the switch on measurement without 100% commitment for action planning based on the results.”