Are you dropping the ball with employee survey results?

You’ve conducted an employee survey. Now what? Follow these five steps to make the most of your findings and significantly boost employee engagement.

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The first step to improving anything is to measure it, and employee engagement is no different.

Employee engagement surveys can be a great way to help you measure engagement, but all too often, engagement doesn’t improve.


It must be annoying for organizations to spend so much time, money and resources on an initiative that doesn’t boost engagement one bit. It’s equally annoying for employees to invest time and emotions in a survey that doesn’t change anything.

Right now, for most organizations, the process seems broken.

Measuring engagement shouldn’t be a one-time thing. It must be consistent—ideally every week. This will give you a real-time picture of your team’s engagement level and help you react before it’s too late.

Download this free white paper to see how your organization can better measure its internal communication strategies.

Conducting surveys less often will lead to skewed results, thanks to uncommon events such as mergers and layoffs. The financial and emotional effects of disengagement are too serious to measure only once or twice a year. It should happen much more often.

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