Surveys generate a tremendous amount of data, tempting survey professionals to focus on fancy data visualizations, dashboards and infographics. However, getting the best organizational results from an employee survey starts with communication; a key factor in developing and maintaining trust between employees and their organization. We must find the balance between informing employees about survey results, managing expectations about their feedback, and the actions the organization will take. Organizations who fail to find this balance may suffer from mistrust, lower engagement and job satisfaction as well as lowered response rates. This session will give practical advice about how to partner with your internal communications team from start to finish to maximize employee satisfaction with the survey process.

1. Survey Results: It’s not all
about sexy data visualizations
SARA BROTHERS & AMBER WEST
SENIOR ANALYSTS, TEAM MEMBER INSIGHTS
WHOLE FOODS MARKET

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Housekeeping

3. Sara Brothers, PhD Amber West, MS
SENIOR ANALYST, TEAM MEMBER
INSIGHTS
Amber is an industrial organizational
psychologist, her work at Whole Foods
includes analyzing people data to inform
business decisions related to selection,
turnover, retention, productivity, training,
and engagement.
SENIOR ANALYST, TEAM MEMBER
INSIGHTS
Sara is an industrial organizational
psychologist, her work at Whole Foods
includes selection and assessment,
employee and engagement surveys,
leadership development, & succession
planning.

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Overview
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Data Viz is lots of fun!
Tempting to focus on this
Need to STOP and focus on communicating to employees
Survey strategy starts with a communication plan
Remember that employees complete surveys to be heard
Develop the story before the data viz

5. Research Says….

6. Role of communication
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Creates a dialogue between the organization and employees
Builds trust
Translates numeric meaning behind data
Connects your data to business strategy
Gives employees a sense that their voice was heard

7. Finding the Balance
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Informing employees vs managing expectations
Communicate clearly what feedback/actions employees should expect
Misinformation, poor distribution, and or unclear communications can break trust
Satisfaction with information leads to higher satisfaction with
Openness of information and management awareness leads to higher

8. So, what can you do?

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Start with a clear survey strategy
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Who owns the survey process?
Survey content
Surveys are a strategically iterative process
Design the survey and communications with reporting and action planning in mind

10. Communications Timeline
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January
•Launch Engagement Survey
February
•Quantitative Reports released to
Team Leaders
•Results presented to Team
Members
March-April
•Focus Groups
October
•Implement Changes
•Communicate changes to Team
Members
December
•Begin communications for new
Engagement Survey
•Include expected timeline for
results/actions from leadership

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Focus on Team Member Experience
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Create a continuous dialogue with Team Members and show them their voice matters
Give our Team Members the feedback they need to become the best leaders
Use science to understand how our policies affect Team Members
Who stays and why
Inspire our Team Members to bring passion to their work

12. Utilize ALL available data
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Data Analytics &
Communications
Engagement
survey
Leadership 360
Fortune Survey
Exit Survey
Candidate
Experience Survey
Leadership
Opportunity Survey
Benefits Vote
External Comments
External
Benchmarking
Turnover and New
Hire Retention
Actionable Insights for
Leaders

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Impact for leaders
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Continuous Dialogue with Team Members
Leaders feel confident in their understanding of Team Member morale and experience
Leaders get the feedback they need to be effective leaders
HR and Leadership understand how Team Member experience is impacting the business
Interconnected data sources to give us a rich understanding of Team Member experience

14. Key Takeaways
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Effective Communication builds trust & leads to higher satisfaction with
Work
Leadership
Co-worker relationships
Communications start long before the survey ever launches and
continues long after the survey ends!
A clear survey strategy is key
What problem does the organization want to solve?
Short and simple
Make every question count
Link open text boxes to strategic action planning
Don’t wait to think about reporting and action planning until after data
collection is complete!
Show employees that their voice matters!
Here’s what you said
As a result, here’s what we are going to do
Thanks for taking the time to use your voice!
Empower your leaders to take action with easy to understand results.

15. Thank You!