What Are The Next Steps For Sharing Our Survey Data And Results?

It’s fantastic that you’ve conducted your b-Heard engagement survey and are now ready to view and share results, but what is the best way to do that? We’ve put together some guidance here, on our best practice for data dissemination and recommended approach to cascading results, along with conducting team action planning to improve your employee engagement scores.

When your Workplace Insights are ready, you’ll be contacted and can begin assigning access within the ‘Improve’ area of your Best Companies dashboard. In this area, you’ll also see the chance to book a demo with one of our specialists. This gives you the opportunity to hear first-hand how to get the best out of the Workplace Insights when looking at your own results.  This article describes in detail how to assign access or request a Workplace Insights Tool (WIT) demonstration.

Communicating your results

A key aspect of any engagement survey is letting employees know your plan regarding how and when results will be shared and what will follow. We recommend that you make headline results for the overall organisation visible to every employee within the organisation, ensuring transparency. 
 
Following the release of high-level results to the whole organisation, each manager/leader of an employment group (department/area/team) should be responsible for sharing the relevant data with their team. We would always recommend being as transparent as possible and ensuring that even the toughest messages are communicated. For future surveys to be successful, it is essential that each employee feels as though they have been heard. 
 
We would suggest sending tailored comms to managers/leaders so that they understand the expectations and planned timelines for the sharing of results and action planning. It’s important to include the following:

• Details of when and how each manager/leader will gain access to their results

• The purpose of sharing the results with their team

• How they can share the results using Data Packs, see this article for advice How do I generate data packs from WIT?

• Details of where each manager/leader can download their Action Planning pack including Facilitation Guide, see more details below on where to find this.

• The purpose of running Action Planning workshops with their team, see more details below on Action Planning.

• Any avaialble details of a planned schedule. 

 Providing WIT access

Access for users to the Workplace Insight tool is available at two levels:

• Company overall access

• Login by employment group.

Company overall access invites the user to view Workplace Insights for the whole organisation including all employment groups, generating a full picture of engagement for the organisation. We’d recommend that the CEO is granted this level of access, as well as any other key stakeholders involved in strategic planning. 
 
Login by employment group access allows Project Managers to assign managers/leaders to a group to focus on the area they have ownership over. They can utilise all features available within Workplace Insight, but the view is streamlined to include only the results for their group, and any groups which reside underneath in the organisation structure. 
 
Pleaae refer to this article to understand how to assign access to Workplace Insight.  

Data dissemination

We’ve designed Workplace Insights to provide a thorough picture of engagement across all areas of an organisation and support you with disseminating results. This is an important step in the survey process, as all employees will feel as though they have been heard and will feel confident that the organisation is going to act upon the results.

We would strongly recommend using the  SWOT Data Packs  for this stage, as these can be generated for each of your employment groups and easily summarise the strengths, weaknesses, opportunities, and threats for that specific area. These packs can be accessed for all employment groups with enough responses meaning managers/leaders can deliver results sessions or share presentations right down from the largest divisions to the smallest teams. 
 
It is important to outline to employees that following the dissemination of the results, every member of the team will be involved in action planning workshops and the planned schedule for this. Our recommendation is 2 weeks following.

Action planning

Following the dissemination of your results throughout the organisation, you should communicate to all managers/leaders the planned approach for action planning and how each of them will be involved. 

Ideally Action Planning workshops would be scheduled 2 weeks after the results are shared and delivered by the manager/leader of a group. A Facilitation Guide is available to download from Workplace Insights within the Action Planning tile as shown in the image below.  This guide provides all the tools needed to run a workshop. 

 
The purpose of an action planning workshop is to generate actions to improve engagement within a specific department/area/team. They are also a great opportunity to share strategic initiatives that have been decided following the survey by the senior members of the organisation.

Desired outputs include: 

• Actionable steps that will build on engagement strengths 

• Actionable steps that will address engagement issues and weaknesses 

• Best practice examples drawing from what each department does well to promote departmental sharing/learning 

The input from employees at this stage reinforces their sense of being heard whilst allowing for ownership over what impact they can have to improve engagement levels and ultimately their workplace. 

WIT cascade best practice, in summary

Best practice for your organisation:

We recommend considering the following steps when thinking about cascading your data:​

• ​Prepare your organisation to receive the results​

• Book a demonstration to understand how to navigate around the platform​

• Share with key stakeholders how they will be involved with the data cascade​

• Action Plan your next steps

• Re-measure to identify improvement/ focus areas

Best practice for your managers:

Assigning Managers access to their teams data is a key part of your data cascade and as an organisation this supports you in creating accountability and direction throughout. Managers will be able to utilise all features available within Workplace Insight, but the view is streamlined to only show data for the area they have been assigned to.

• Take ownership of your teams survey results by utilising login by employment group
• Track engagement levels over time, and see where your teams data compares with internal and external benchmarks
• Utilising Action Planning within Workplace Insight to help you understand exactly where best to focus and plan for improvement
• Reflect on the impact of actions taken, creating a continuous improvement loop

Next steps

Once all results have been communicated and action planning complete, you should update employees on when you plan to next run an engagement survey. Will this be a short pulse in 6 months’ time, or a large survey after 12 months? Setting employees expectations on when they will have the opportunity to be heard again is key to providing clarity and understanding regarding engagement. 
 
If at any point you require further support regarding Workplace Insights, we have a team of analysts on-hand,  as well as further products and services to ensure you and your organisation are well equipped in improving employee engagement levels.  

For additional support please email support@b.co.uk, call us on 01978 856222, or click the 'Get in Touch' button at the top of this page.