Share Results

Displaying Data

One caution for the results report and the sharing of the data would be to give careful thought to the way data are broken out when displaying rates of change. Often change that appears small in a graphic display may be more significant and some changes displayed as large may not be significant. Be careful when using graphic displays to describe the accuracy of the data.

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Use Top Box and Rank Ordering to Improve

When paired with survey item means, top box information becomes even more valuable for goal-setting. During your next results review, consider rank ordering survey items by mean and by top box percentage. Arranging data this way provides additional guidance as leaders determine improvement priorities.

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Rolling Out Results Builds Trust

Rolling out results with employees is a powerful form of transparency that breeds trust among employees. When employees trust their leader, they become more deeply connected to the work they do. Moreover, when the direction and goals of the organization are clearly communicated, employees take ownership of their work and set their own individual goals to achieve overall results.

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From Results to Action Plan

After you’ve completed the results rollout process, review the additional data you collected. Then, develop an action plan:

  • List the team’s prioritized actions.
  • Determine a timeline for implementation for each action.
  • Identify the person responsible for successful implementation of each action.
  • Provide the team with the draft 90 Day Action Plan for one last review and opportunity for feedback before implementation.
  • Implement the action plan.
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Use Key Words During Results Rollout

While seeking feedback on your lowest scored survey items, using Key Words like those in the example below can be useful:

“I want to tell you I am disappointed that our results did not improve in this area. I’m committed to working with our team to create a great work environment and need your input to know the best actions to take to support our team. Help me understand, what did you specifically mean when you scored item__ a ___? What things can I or we do to improve this area?”

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Identify Themes in Survey Results

During Results Rollout, present the 3 highest items, the 3 lowest items, and themes derived from additional comments. While reviewing comments, remember to look for productive information that can be used for improvements. Don’t focus on vague statements like “communication is poor,” seek to identify the common themes across all stakeholders surveyed.

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Change Begins with Honesty

To affect change, we must be honest with ourselves and with others. Explain to stakeholders why their feedback is important and necessary to help the organization improve.

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Allow Time to Process Survey Results

After your initial review of survey data, allow yourself time to process the results. Take a break from the data and return to it later. Recognize your emotional reactions and shift your negative responses to positive, productive responses. This will prepare you to calmly communicate the data to your team and welcome their input.

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Measure to Provide Unmistakable Value

To illustrate to teams the value of their service, it’s critical to measure progress, gather feedback and share that information with employees and customers. Having conversations about those numbers will enable you to identify opportunities for improvement. These conversations facilitate how to get better at providing stakeholders with unmistakable value.

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From Employee Engagement Surveys to Action

After the employee engagement survey results are calculated, gather your team and talk about the results. What ideas does the team have for improving the lowest items? What items are most important to them? After you’ve recorded their priorities, develop an action plan to present to the team. When leaders are transparent with their action plans, teams know their leader is committed to increasing their engagement levels.

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Harvest Wins from Data

One way to use data you’ve collected is to identify wins from the results and follow-up with a celebration. When you begin to review your data, start by looking for 3 wins you can pass on to your teams and celebrate.

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Use Data to Action Plan

Collecting data is meaningless if we aren’t analyzing the data for opportunities and improvements. After data has been collected, analyzed, and shared, develop an action plan using information from these discussions. Set a challenging but achievable goal. Resist the temptation to set too many goals and stick to 1-3 to focus on.

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Sharing Data

After we have gathered data, it’s important to close the feedback loop and share the results with our organization’s stakeholders, such as employees and the community. Conversations with stakeholders around the data provide opportunities to gain additional information and identify wins, gaps, and possible strategies for reducing gaps.

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Plan for Fun

When planning for the executive leader to host an employee forum, consider developing a theme and include costumes, role-plays, decorations, food, door prizes, and music. For example, if the organization’s focus is on overcoming obstacles, the theme could be ‘the Olympics.’ Senior leaders who present can dress up as athletes, and medals can be awarded to activity participants or those with outstanding results last quarter.

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Illustrate Goals Visually

Use a scorecard, stoplight report, or another tool to visually present yearly goals. This tool can be used in meetings to show the progress toward goals and make necessary adjustments if progress isn’t being made. Achieving goals becomes more likely if we have a constant focus on the actions being taken to attain success.

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Communicate Progress

The stoplight colors are an easy and quick way to communicate progress toward achieving a goal. The green, yellow, and red colors are used to show the status in relation to achieving the goals. There is at least one measure (data set) for each goal. If there is no progress towards the goal, red is used. If the goal has been reached, we used green. A stoplight chart is a simple way to monitor progress and is a great visual communication tool.

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Gathering Feedback

To obtain meaningful feedback and achieve effective prioritization, we communicate the why, what, and how before, during, and after the listening process. Explain why gathering feedback is important, what we expect from our shareholders, and how their input will be used to make decisions.

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Strategy Sessions Rely on Data

It is most effective to schedule a strategy meeting after data needed to inform the work are available. We use data that informs progress toward the goal to make a judgement about how well we are executing strategic actions to accomplish the goal.

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