It’s no secret that engaged employees are not only at the heart of an organisation, but they are also its driving force. In fact, according to Gallup research, engaged workforces are 21% more profitable and 17% more productive than those with less engaged workforces.
Conducting an employee engagement survey is a crucial first step in understanding the pulse of your team. However, truly exceptional leaders know that the follow-up action plan is where real growth begins.
Why is action planning important in today's workplace?
Picture a workplace where every employee feels valued, heard and appreciated. That’s the culture action planning strives to nurture. Beyond the foundational act of listening, action planning shows respect for your team's insights and a clear commitment to go beyond listening, and to use the insights collected to transform the workplace.
When employees see that their feedback is sparking change, it's empowering. It builds a ground for loyalty, compelling employees to cohesively work together and grow with the organisation and can propel your organisation towards higher success.
The importance of action plans and their effect on engagement
By curating an action plan after your survey, addressing the concerns voiced, and involving employees in the process, you not only strengthen your teams’, but also nurture a culture where every member is an engaged participant in your company’s story.
This showcases a shared commitment to elevate not just the working environment, but the entire organisation. It's about walking the talk and showing your team that their input isn't merely collected — it's the catalyst for real, positive and impactful change.
How you can measure the impact of action planning
Measuring the impact of your actions requires assessing various aspects of your organisation’s performance and employee engagement, in turn making your intentions clear and concrete.
Key measures include regular follow-up engagement surveys to track changes in satisfaction, motivation, and commitment levels before and after implementing action plans. Additionally, monitoring retention rates, productivity metrics, and absenteeism can provide insights into the effectiveness of these initiatives. For instance, a reduction in turnover or absenteeism suggests improvements in job satisfaction and engagement, likely due to actions taken based on survey feedback.
Further evaluation is possible through qualitative methods like employee feedback sessions, which offer direct insights into how employees perceive the impact of action plans on their work environment. Observational data, such as improvements in teamwork or customer service, can also signal the success of survey action plans.
Moving from just asking questions in a survey to doing something about the answers is an investment in your most precious asset, your people. When you make it easy for everyone to get involved, really dig into what the feedback means, and work with your employees to make things better, you’re not just creating a great place to work. You’re also setting your business up to reach new levels of success.
Ready to unlock the power of your team? Read our article 3 reasons why you should be action planning after your employee engagement surveys, or learn more about action planning with WorkBuzz here.