3 Things to Avoid After Surveying Your Employees
Your employees just shared their honest feedback. What you do next could either strengthen or destroy their trust forever. The most critical mistakes organizations make with employee surveys don’t happen during the survey process – they happen afterwards. By avoiding three specific pitfalls in handling survey results, you can transform your employee feedback from mere data into powerful drivers of positive change.
As the founder of Most Loved Workplace® and having analyzed feedback from over 1.4 million employees, I’ve seen how proper survey follow-through can make or break organizational trust. Let’s explore the crucial mistakes to avoid and how to handle your survey results effectively.
- • The Impact of Post-Survey Actions
- • Critical Mistake #1: Failing to Take Action
- • Critical Mistake #2: Hiding Negative Results
- • Critical Mistake #3: Neglecting Communication
- • Implementing Effective Survey Practices
Before diving into the specific mistakes, it’s crucial to understand that employee surveys aren’t just about collecting data – they’re about building trust and driving meaningful change. When handled properly, they can be powerful tools for creating a culture of continuous improvement. When mishandled, they can become symbols of broken promises and missed opportunities.
Ready to learn how to avoid the most common post-survey pitfalls? Let’s explore the critical mistakes and their solutions, starting with understanding why these post-survey actions matter so much to your organization’s success. First, check out our guide on engagement survey best practices for context.
The Impact of Post-Survey Actions
The way you handle survey results has far-reaching consequences that extend well beyond the immediate feedback cycle. Understanding these impacts is crucial for any organization committed to building a culture of trust and engagement.
Why Your Post-Survey Actions Matter
“Not acting on employee feedback can be deeply demoralizing and erode trust.” (Source)
When employees take the time to provide honest feedback, they’re not just filling out a form – they’re investing in your organization’s future. Here’s what’s really at stake:
- • Trust Building: Every survey response represents an employee’s willingness to trust leadership with their honest opinions
- • Future Participation: Your actions today determine whether employees will engage in future feedback opportunities
- • Cultural Impact: How you handle feedback shapes your entire organizational culture
- • Employee Retention: Poor survey follow-through can contribute to increased turnover
The relationship between employee satisfaction and engagement is delicate, and survey follow-through plays a crucial role in maintaining both. When organizations fail to act on feedback, the consequences are severe:
“When employees share their honest opinions and see no subsequent changes, they become disengaged and less likely to participate in future surveys.” (Source)
Think of employee surveys as a promise – a promise to listen and consider their input. Breaking this promise by ignoring negative feedback or failing to act can create a ripple effect of disengagement throughout your organization.
Become a Most Loved Workplace
The Long-Term Implications
Organizations that handle survey results properly often see:
- • Increased employee engagement
- • Higher participation in future surveys
- • Stronger trust in leadership
- • More open communication channels
- • Better problem-solving capabilities
Critical Mistake #1: Failing to Take Action
The most damaging mistake organizations make after conducting employee surveys is collecting valuable feedback and then letting it gather dust. This inaction doesn’t just waste resources – it actively damages employee trust and engagement.
Why Organizations Fall Into the Inaction Trap
Common reasons organizations fail to act include:
- • Analysis Paralysis: Getting overwhelmed by data and struggling to prioritize
- • Resource Constraints: Lacking dedicated time or budget for implementations
- • Change Resistance: Fear of disrupting existing processes
- • Unclear Ownership: No defined responsibility for driving changes
Creating an Effective Action Plan
To avoid this critical mistake, follow this structured approach to implementing survey feedback:
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Do
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Don't
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Prioritize feedback based on impact and feasibility
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Try to address everything at once
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Set specific, measurable goals
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Make vague commitments
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Assign clear ownership for each action item
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Leave implementation responsibility unclear
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Create realistic timelines
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Rush changes without proper planning
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Implementation Framework
- Analyze and Prioritize
- • Review all feedback thoroughly
- • Identify common themes
- • Assess resource requirements
- • Create priority rankings
- Plan and Assign
- • Develop specific action items
- • Designate responsible parties
- • Set realistic deadlines
- • Allocate necessary resources
- Execute and Monitor
- • Begin with quick wins
- • Track progress regularly
- • Address obstacles promptly
- • Adjust plans as needed
Pro Tip: The Quick Win Strategy
Start with implementing smaller, visible changes while planning larger initiatives. This approach shows employees that their feedback matters while you work on more complex solutions. For example, if survey results highlight concerns about communication, begin with simple changes like weekly team updates while developing more comprehensive communication strategies.
Critical Mistake #2: Hiding Negative Results
When faced with challenging survey results, many organizations instinctively want to downplay or hide negative feedback. This approach, while tempting, can severely damage organizational trust and credibility.
“Transparency is crucial – even if the results are challenging, employees appreciate honesty and a genuine commitment to improvement.” (Source)
Demonstrate concrete proof that you’re the real deal – the one that star applicants would love to work for!
The Cost of Hiding Feedback
Suppressing negative results creates several significant problems:
- Lost Trust: Employees often know when issues are being hidden
- Missed Opportunities: Negative feedback often contains the most valuable insights
- Decreased Participation: Future survey participation suffers when employees feel their input is filtered
- Cultural Damage: Lack of transparency can create a culture of skepticism and disengagement
Building Trust Through Transparency
Instead of hiding negative results, use them as opportunities to create a happier workplace through honest dialogue and genuine improvement efforts.
Best Practices for Handling Challenging Results:
- Acknowledge the Feedback
- Present results honestly and completely
- Thank employees for their candor
- Demonstrate appreciation for constructive criticism
- Frame the Context
- Explain how the feedback helps improve the organization
- Share both challenges and opportunities identified
- Connect feedback to organizational goals
- Present Solution Strategies
- Outline specific steps for addressing concerns
- Include timelines for implementation
- Invite additional input on proposed solutions
Creating a Safe Space for Honest Dialogue
Transform negative feedback into positive change by:
- Establishing regular feedback channels beyond surveys
- Creating forums for open discussion about challenges
- Recognizing and rewarding honest communication
- Demonstrating leadership vulnerability when appropriate
Pro Tip: The Transparency Framework
When sharing difficult results, use this simple framework:
- Acknowledge: “Here’s what we learned…”
- Appreciate: “Thank you for this valuable feedback…”
- Act: “Here’s what we’re going to do…”
- Account: “We’ll keep you updated on our progress…”
Critical Mistake #3: Neglecting Communication
Even with great action plans and transparent handling of results, poor communication can derail your entire survey process. Effective communication is the thread that ties everything together and keeps employees engaged in the feedback process.
“Never fail to communicate survey results and potential next steps back to your employees. Lack of communication creates a perception of secrecy and undermines the entire survey process.” (Source)
Creating an Effective Communication Strategy
Building a collaborative culture requires consistent and clear communication about survey results and actions. Here’s how to structure your communication approach:
The Communication Timeline
- Immediate Response (Within 1 Week)
- • Acknowledge survey completion
- • Thank participants
- • Set expectations for next steps
- Initial Findings (2-3 Weeks)
- • Share high-level results
- • Highlight key themes
- • Outline analysis process
- Action Plan (4-6 Weeks)
- • Present detailed findings
- • Share specific action plans
- • Define implementation timeline
- Regular Updates (Ongoing)
- • Provide progress reports
- • Share success stories
- • Address challenges openly
Multi-Channel Communication Approach
Use various communication channels to ensure maximum reach and engagement:
- Company-Wide Channels
- • All-hands meetings
- • Company newsletters
- • Intranet updates
- • Email communications
- Team-Level Communications
- • Department meetings
- • Team briefings
- • Manager updates
- Individual Touch Points
- • One-on-one discussions
- • Focus groups
- • Feedback sessions
Creating Effective Feedback Loops
Establish ongoing dialogue through:
- • Regular check-ins on implementation progress
- • Open forums for questions and concerns
- • Mechanisms for additional feedback
- • Clear escalation paths for issues
Pro Tip: The 3C’s of Survey Communication
Remember these three crucial elements:
- • Clear: Use simple, direct language
- • Consistent: Maintain regular communication intervals
Complete: Share both successes and challenges
Moving Forward: Implementing Effective Survey Practices
Successfully managing employee surveys isn’t just about avoiding mistakes – it’s about creating a culture of trust, transparency, and continuous improvement. Let’s recap the critical elements that make survey initiatives successful:
Key Takeaways
- • Action is Essential: Create clear, actionable plans from survey feedback
- • Embrace Transparency: Share both positive and challenging results openly
- • Communicate Consistently: Keep employees informed throughout the process
Your Next Steps
To transform your survey process into a powerful tool for organizational growth:
- Review your current survey follow-up procedures
- Develop a comprehensive action planning framework
- Create a clear communication strategy
- Establish regular progress check-ins
Pro Tip: Approach survey results with curiosity and openness. View the data as an opportunity for dialogue and continuous improvement, not as a definitive judgment of your organization.
Remember, creating a Most Loved Workplace® requires more than just conducting surveys – it demands genuine commitment to acting on employee feedback and building trust through transparent communication.
Final Thoughts
Employee surveys are powerful tools for organizational transformation, but only when handled with care and commitment. By avoiding these three critical mistakes, you’re not just managing feedback more effectively – you’re building a foundation for stronger employee engagement, better workplace culture, and sustainable organizational success.
Ready to take your employee feedback process to the next level? Start by implementing these strategies in your next survey cycle, and watch how improved follow-through transforms your workplace culture.
Louis Carter is the founder and CEO of Best Practice Institute, Most Loved Workplace, and Results-Based Culture. Author of In Great Company, Change Champions Field Guide, and Best Practices in Talent Management, as well as a series of Leadership Development books. He is a trusted strategic advisor and coach to CEOs, CHROs, and leaders of mid-sized to F500 companies – enabling change and steering employer brand development together with highly effective teams, leaders, and organizations as a whole.
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