How to analyze your survey data to improve employee engagement

Feedback data has become so indispensable when making critical decisions for the organization. It’s not about just collecting data; what matters is what you do with the data. Analyzing the gathered data and converting it into actionable insights to improve employee engagement is always a tricky job. This blog untangles the knots of this complex process.

Collecting genuine feedback:
Gathered data can sometimes differ from reality. For example, an employee would have given 810 as his satisfaction score, but in reality, his score may be just 310. Feedback data can tell you everything you need to know about employee engagement, but the first step is making sure the data is genuine.

Genuine data comes from the right questions.
Frame survey questions that delve into all aspects that define employee engagement. Questions should be general at first but progressively become more personalized and different for each employee focusing on areas related to their job role and areas decreasing their engagement score.

Conduct surveys efficiently.
For a good response rate, surveys shouldn’t be complex, they should be easy to answer. Surveys shouldn’t be conducted during crucial work hour, be about an event that happened long ago or be conducted only once a year. It would be better if you conduct the survey on a platform that your employees already use. Sending a few personalized questions a few times a week through IM platforms like slack is the best option. Surveys should encourage employees to give honest unbiased feedback. Thus surveys should be kept anonymous.

Analyzing feedback data :
Analyzing the data obtained is the hardest part. Identifying trends and blind spots, sorting out areas to improve and prioritizing what to focus on first are really important. How you look upon data decides the decisions you make, the strategies you are going to implement and, thus, your organization’s success.

Once you have your survey results in your hands, classify them. For example, classify the feedback of employees according to a particular age, salary range, years of experience, and so on. Then, look for trends. You may find out that employees who have been with the company for a particular number of years leave the organization or that employees with certain salary range are leaving. Therefore when you find such employees who are at higher risks of leaving, you can take steps to solve their issues and re-engage them.

Address their issues.
Employees should know that you care. Let your employees understand that you have taken serious steps to fix issues that they have mentioned in their feedback. This leads to trust and transparency between employees and the management and increases engagement. When your employees have no issues with the management, co-workers, or with their job roles, employee engagement and productivity will be maximum.

Invest in an employee engagement tool.
Find an appropriate employee engagement tool that suits you and falls in your budget. A tool that automates your survey process and also analyzes your data intelligently will be a great investment.

Keeping these in mind will help you overcome the challenge of interpreting survey data as actionable insights to improve employee engagement. So what are you waiting for? Go and convert those feedback into a meaningful change for your organization as well as for your employees.