Share results once they've been thoroughly reviewed and understood, typically at the end of the "Review and Discuss Results" phase and before moving to "Plan" to maintain momentum.

Timely sharing of results shows employees their feedback is valued and actionable. You don't need to wait to share results until you have an action plan in place.

We've prepared Action Planning Guides based on common themes in the survey to help you think through your survey results.

Look for trends, themes, and supporting data points that will help frame communication and shape action planning.

Use a combination of methods like staff meetings, email summaries, and visual aids (e.g., charts or infographics) to clearly convey findings. This PowerPoint template may be helpful in putting a presentation together.

Share the positive results and areas of opportunities while emphasizing the value of employee feedback and your commitment to taking action.

Keep employees updated at key stages of the "Take Action" phase, such as initial steps, milestones, and adjustments. Regular updates build trust and show follow-through.

Email, newsletters, and internal platforms are effective for reaching broad audiences. Use clear language to show how feedback has directly influenced decisions.

Consider including these elements for clarity and building trust:

• Purpose: Restate the survey's role in creating a better workplace.
• Acknowledgement: Review the response rate and thank employees for their input.
• Summary of findings: Provide a balanced view of strengths and areas to improve. Review your org's survey trends and remind employees of any focus areas from past survey(s).
• Next steps: Outline the upcoming phases, including planning and implementing actions.
• Involvement: Inform employees on how they can continue contributing to the process.
• Commitment: Reinforce leadership's dedication to improvement and regular updates.

This approach helps reinforce a professional and transparent response to survey results.

Engage employees for clarification or additional insights. Addressing discrepancies early in the process ensures more accurate interpretation and helps refine action plans.

Leaders should model accountability and actively participate in discussions about the results. Their engagement will help ensure alignment and foster a culture of transparency throughout the organization.