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  2. Engagement Survey
  3. Managers: Taking Action On Your Results

NEW! Manager Post-Survey Toolkit

Your comprehensive guide to improving engagement by interpreting analytics and strategizing the best course of action for your organization.

To be more manageable and easily referenced, this guide will be separated into three sections: 

  1. Checklist for Acting on Your Results 
  2. What is Employee Engagement?
  3. Your Reporting Tools

1. Checklist for Acting on Your Results

1.1. Read through this guide and familiarize yourself with the basics of employee engagement and your reporting site. 

1.2. See your team’s survey results to identify strengths and opportunities.

The most favorable questions (items) are your team’s engagement strengths. Maintain these favorable scores by celebrating and supporting the areas of high favorability. 

The least favorable items and lowest-rated drivers are your team’s areas of opportunity. Explore these items and potential reasons for their lower scores. Make goals to improve these areas and increase engagement in the following surveys. 

Follow the link for a guide on accessing and reading analytics. Look at your organization’s survey results. Take advantage of the different filters and slicing abilities to see your team’s results from different angles.

1.3. Explore other reports and survey results you may have access to.

  • Comments Report: Use comments to add context to your scores and identify possible team commitments and solutions. 
  • Slicing & Filtering: Compare different demographic groups within your team.

    Depending on what’s available at your organization, you may be able to compare the results of different types of positions on your teams. For example, different tenure groups or managers vs. non-managers. 
  • Compare To: Add comparisons to put your team’s annual results in context.

    Prior Year: If your organization surveyed the year before and this feature is included in your reports, add a comparison to the prior year’s results. See which items improved and which didn’t. Note the largest differences and any changes that seem counter to expectation.

    Organization Overall: Compare your team’s results to the overall results of the organization to see where you’re aligning with the company and where your team may be experiencing/perceiving things differently from other teams. 

Do not go try and uncover the identities of employees in your comments and filters. Your team provided honest feedback on a confidential survey. Violating that confidentiality will only reduce trust, discourage employees from discussion and reduce honest responses in future surveys.

1.4. Review your results with the team and identify actionable goals to make improvements.

1.5. Make your goals public and trackable for accountability throughout the year.

  • If your platform includes Quantum Workplace goals, follow the links to create and publish your goals: 
  • Create action plans around your most impact questions and drive engagement.
  • Regularly update goals and track progress throughout the year.
  • Consistently meet with your team, do this by:
    • Including a question about survey-related goals in your 1-on-1s with team members
    • Conducting discussion or updates on these goals in quarterly meetings, mid-year focus groups. Create a dedicated time if nothing currently exists. 

2. What is Employee Engagement

Employee engagement is the strength of the mental and emotional connection employees feel toward their workplace.

Highly engaged employees are more likely to: 

  • Be top performers and stronger team players
  • Proactively participate and look for creative ways to improve processes 
  • Intend to stay with the organization longer 
  • Promote your organization as a great place to work

There are three areas in which employees can develop connections and feel engaged: 

  • Organization: Are our employees proud to work here? Would they like to stay with your company long-term?
  • Team: Do your employees feel accepted by their immediate coworkers? Are team members willing to go above and beyond to achieve goals?
  • Work: Are your employees inspired or motivated by their work? 

How can I enhance those connections for my employees? 

Notice the High-Impact items in the reporting site for your organization and explore ways to improve those items. These items have the biggest impact on employee engagement and are closely tied with engagement levels. 

High-Impact items will be marked in your results with, High, to the left of the engagement bar. 

How are your High-Impact items calculated? 

Using correlation analysis, Quantum Workplace calculates high-impact items unique to each organization that surveys with us. Items marked, High, are areas of top opportunity and should be the focus of your organization's efforts. 

3. Reporting Tools 

 

HubSpot Video

Reports

For more information on each type of report, follow the links below.

  • Categories Report: Every survey item is grouped into a category, this report allows you to see engagement based on categories included in your survey. 
  • Results: View all of your survey’s scaled items and their associated data.
  • Comments Report: View all comments left by survey-takers to understand overall sentiments and themes. 
  • Action Planning: Increase engagement by strategically acting on feedback with Action Plan reports. 

 Every organization we partner with decides which report(s) they enable, so you may not have access to all the reports mentioned above. 

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