Best practices for employee surveys - Step 14: Analyze results

Previous Steps
1. Determine Objectives
2. Select a data collection method
3. Get buy-in from managers
4. Develop the process
5. Create a schedule
6. Select a supplier
7. Develop the questionnaire
8. Get buy-in from stakeholders
9. Get buy-in from employees
10. Develop the invitation
11. Ensure a high response rate
12. Get candid responses
13. Create a positive experience for respondents

Step 14: Analyze results

In Step 13, I offered 10 tips to ensure a positive experience employee survey respondents. Here are some suggestions to help you effectively analyze the survey results.

Data is not insight

The amount of data generated by an employee survey can be astounding. When faced with a mountain of data, the task of distilling it into actionable insight can seem daunting. At this point, it is critical to understand that:

“Data is not information any more than 50 tons of cement is a skyscraper.” – Clifford Stoll

Failing to heed the wisdom of this observation, many employee survey analysts succumb to the temptation to do a “data dump” and inundate executives with a mass of data - a decision that generally leads to frustration, indecision, and devaluation of the employee research process.

On the other hand, effective analysts understand that there are different audiences with distinct levels of interest in the results and implication of the research. To accommodate each audience, it is wise to include the following components in the analysis and reporting:

1. Executive Summary: One or two pages/slides of high-level results
2. Implications: What these results mean for the company
3. Recommendations: What the company should do about the results and implications
4. Detailed Results: All of the findings including:
   - Data tables
   - Subgroup analysis
   - Analysis of Verbatim Comments

 

Bottom Line

Effective analysis and presentation of survey responses is a critical component of the employee survey process. Following these suggestions will increase the odds of having employee feedback effect meaningful change in the organization.