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Article | EX Insights

Survey best practice: How to manage positive survey results

Talent|Employee Engagement

By Adam Zuckerman | July 17, 2020

In this article, our experts share five ways to leverage positive survey results.

If you have run a survey and the results are mostly positive, congratulations! While celebration is certainly due, this does not mean you should do nothing. We suggest digging deeper into your survey data to find ways to further improve and maintain your strengths.

Push yourself

Willis Towers Watson offers numerous benchmarks through our Employee Engagement Software. If your scores are consistently above one benchmark, push yourself to choose a higher one. In most cases, our High-Performance Norm is our most competitive benchmark. How do you fare against that? If you're still coming out trumps, try comparing based on the "Top Box." This will compare only the single most favorable option to the benchmark rather than "Total Favorable", which compares the two most favorable options. Like a high-performance athlete, your standards for comparison should get higher as you improve.

Focus on continuous progress

The total favorable score gives you an average score across employees. Yet, there may still be employees who have responded unfavorably. These are real employees expressing real frustrations worthy of noting. Look for questions where employee scores were more unfavorable. You can do this by focusing on the "percent unfavorable" number in your reports. Overall results could also be masking important differences across sub groups. Carefully review breakdowns available to you such as results by location, team, and level to see if opportunities to improve for these groups exist.

Reframe and maintain

With very strong results, the challenge for leaders is often not addressing problems, but identifying and maintaining critical strengths. To identify the strengths most important to preserve, start with key drivers of engagement and those most closely aligned to your business goals. Can you think of risks that might undermine these strengths? What can you do now to prevent any deterioration in your strengths? What can you do now to build further upon your strengths? Try getting input from your employees to help answer these questions.

Communicate and celebrate

Strong results are a cause to celebrate, so share results with employees and make sure to emphasize the strong culture you have built together, how everyone plays a part in it and how this contributes to business results. Remember there may be employees who did not feel the same way, so try not to overdo the notion that there are no problems for anyone.

Look for ways to share

Clearly you're doing something right, but that may not be the case across the entire company. Find ways to help managers who may be struggling, perhaps by putting them in touch with others who have cracked similar problems, or by helping them build action plans.

Sign-in to your Willis Towers Watson Employee Engagement Software account today or contact us for a demo.

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