How to respond to employee feedback: 6 action steps

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Written by Kate Pritchard

Responding to employee feedback and taking action is the most important part of running an employee survey.

Employees have spent time providing feedback and so will expect that this feedback will be reviewed, discussed, and acted on. If they feel their feedback is ignored, not only will they be unwilling to provide feedback in the future, but their level of engagement is likely to fall.

High level issues affecting the whole organisation need to be addressed by leadership, while local issues need to be addressed at the level of individual teams. This ‘top down’ and ‘bottom up’ approach is essential if all your people are to be actively involved in the process of improvement while clearly seeing the commitment of leaders to act on their feedback.

Following these 6 steps will help line managers to respond to employee feedback and use the survey to drive improvements:

#1 Understand

Review your results to get a clear understanding of how employees are feeling. Compare your results to the rest of the organisation to see where you are doing particularly well and where improvements may be necessary. Discuss the results with your team to ensure you understand the reasons for the scores you have received.

#2 Prioritise

Whilst the survey could throw up many opportunities for improvement, we recommend that each team focuses on no more than three action areas. This ensures that all agreed actions can be progressed and given adequate attention. Work with your team to prioritise areas for improvement, voting on the most pressing issues to address.

#3 Plan

Once action areas have been prioritised there is a need to create solutions and build a vision for success. Involving employees in coming up with solutions that address any problem areas identified. A plan of action must then be developed. The plan should consider what actions are required, how they will be achieved and who will be responsible for them. It should allocate responsibility for the different actions and identify specific timings for completion. This can be logged on an action board and shared with your team.

Take a look at Tivian’s action dashboard, which allows managers to collaborate, track and measure changes and provides HR teams with an overview on the action that teams are taking. Book your product tour today.

#4 Act

Once plans have been created, actions can begin. Again, involve employees in this process and ensure actions are seen as a shared responsibility.

#5 Embed

It is important that taking action does not become a one-off process but that it is ongoing across the year and embedded into ways of working. This can be encouraged through regular discussions about the progress of actions and their effectiveness.

#6 Monitor

To keep in touch with how employees are feeling between all-employee surveys, take advantage of weekly vibes and pulse surveys to capture employee feedback and work together to improve the employee experience.

Discover how Tivian’s employee experience platform allows you to easily complete weekly vibes and pulse surveys, with ready-made survey templates. Book your product tour today.

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