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3 reasons why you should be action planning after your employee engagement surveys

Employee engagement surveys are a vital tool to gauge the pulse of your workforce. However, the true value lies not just in collecting data but in implementing meaningful change based on these insights. After all, employees don't lose interest in surveys; they lose motivation when their feedback seems to fall on deaf ears.

After employee data is gathered, analysed, and interpreted, the question arises: What next? Without a clear action plan, employees may feel discouraged and question the purpose of future surveys. In fact, Gallup Research has found that disengaged employees exhibit 37% higher absenteeism and 18% lower productivity.

The key lies in translating survey results into tangible actions that demonstrate a commitment to listening and improving. Read on to learn three reasons why you should be action planning after your employee engagement surveys.

It’s your opportunity to turn insight into action

Conducting an employee engagement survey provides valuable insights into your organisation's strengths and areas for improvement. However, without action planning, this feedback remains merely data.

Action planning bridges this gap by translating insights into concrete steps and strategies. It empowers your organisation to transition from passive listening to proactive implementation. This fosters a culture of continuous improvement and ensures a responsive approach to future employee feedback.

It shows commitment to employee wellbeing

By taking proactive steps to address concerns highlighted in your employee engagement survey, you're showing your team that their feedback truly matters. This genuine commitment from your organisation will go a long way in boosting the wellbeing and satisfaction of your workforce.

Creating an environment of trust and transparency, where employees feel valued and respected, sets the stage for improved morale, greater job satisfaction, and a stronger dedication to achieving your organisation's goals, building a workplace culture where every voice is heard and every opinion counts.

It's hugely beneficial to organisational growth and performance

Through a structured approach, action planning will help you address workplace challenges and capitalise on opportunities. This will help drive employee engagement, as well as retention and satisfaction levels, leading to a more productive and motivated workforce.


We know that employees want to feel heard, and it's clear that just listening is simply not enough. Learn more about Action Planning here and to discover 5 ways action planning drives organisational change here.

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