As the calendar is getting ready to turn once again, are you reflecting upon the outcome (or lack thereof) of your employee survey for yet another year? Good news: this blog will unveil the specific actions that leaders have taken to not only drive significant increases in their employee survey scores (on average 0.10 on a 5-point Likert Scale), but also business outcomes such as customer satisfaction; productivity; voluntary turnover; sales; and safety. We conducted this analysis and want to let you in on the secret because we are focused on driving results, not just checking the survey box.
The following list represents the most impactful actions from our catalog of best practices honed over a decade of work and research. These actions have been shown to directly impact the employee experience as well as business results for numerous organizations. We’re giving one tip per category here but see our white paper for several more.
Your employees should have regular contact with your immediate manager, as well as other senior management. Invite senior leaders to periodically attend staff meetings and provide updates to your team.
Create career development plans with employees that have specific action steps. Align individual development with the needs of the organization. Make sure that employees understand that their development is also their responsibility and take ownership of the process.
Invite a member of the Customer Satisfaction or Quality/Service team to your staff meeting to share customer information/data. Focus the conversation on both the good news and the bad news (e.g., complaints, dissatisfaction, positive feedback).
Reserve time at the end of all staff meetings to recognize the performance of direct reports and allow employees to recognize their peers for outstanding performance.
Identify effective teamwork behaviors for your team. Develop with your team the target behaviors that will lead to improved teamwork. Monitor and reinforce appropriate behaviors.
When an employee consistently fails to deliver adequate results, he/she must be held accountable. Provide process feedback and coaching along the way to achieving a goal or task. If their performance is still not acceptable, seek advice and counsel from your HR partner to develop a performance improvement plan for the under-performing employee.
Help your employees gain new experiences (e.g., project management) that align with his/her career development goals and provide new challenges.