HR processes and programs play a fundamental role in engaging employees. Performance management, for example, is intended to empower employees to be the best versions of themselves at work. But if employees aren’t engaging in performance management processes or don’t find them useful, then you’re missing a huge opportunity to drive business value.
Here are some of the ways you can use survey results to drive HR’s impact.
Assess the State of Employee Engagement
Employee engagement is a leading indicator of workforce retention. The more engaged employees are, generally speaking, the less likely they are to leave. Employee survey questions that are designed to measure employee engagement can help you anticipate and address potential turnover.
Use statistical techniques to analyze the data generated by the survey. Many employee engagement survey tools include basic analysis and visualizations that illustrate patterns and trends over time. From there, you can target the causes of low engagement.
Once you have the data, there are many valid ways to slice and dice it to determine areas of focus. For example, look at the distribution across demographic groups. Perhaps LGBTQ+ employees are less likely to report seeing clear career paths in the organization. This could indicate underlying patterns of discrimination in recommending these employees for career development — or, at the least, a need to audit current practices and support systems. Equipped with the data, you can dig deeper and address gaps in career-growth opportunities for LGBTQ+ employees.
Identify Your Key Drivers of Employee Engagement
Employee engagement surveys serve numerous functions, including highlighting what you’re doing well, what needs improvement, and the key drivers of employee engagement in your workplace.
No two companies offer the same employee value proposition and experience. Once you know your company culture’s unique differentiators, you can emphasize those qualities in your employer branding, processes, and programs — using the best features of your culture to attract and retain employees.
Consider looking at how employees responded to questions about working hours, job satisfaction, work-life balance, and related topics. These answers can tell employers what motivates employees and how they can improve their work environment. Aggregating employee responses helps you see where they agree on factors promoting high engagement. From there, you can maintain and improve on those factors.
For example, if trends in survey data reveal that employees are pleased with your professional development opportunities, you know that you shouldn’t radically change or cut those offerings without a strong justification. By contrast, if surveys repeatedly report dissatisfaction with communication about company initiatives, it’s time to reassess internal communications, including C-suite access and availability.
Collect Employee Feedback on Processes and Programs
Employee engagement survey data can provide invaluable insights into how HR processes and programs are perceived and experienced.
If survey data reveals dissatisfaction with HR processes, programs, or technologies, you have a head start on improving these offerings — or at least a window into what’s not working so you can investigate further. Surveys are a great way to gather relevant, specific employee feedback on organizational processes or policies that affect the overall employee experience.
Perhaps employees don’t have a line of sight into career progression, for example. They commonly report that their managers can’t or won’t discuss career goals. With that information, you can develop a better communication plan, address behavior by certain managers, or even revisit your overall performance management process.