Make the outcome of employee survey

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Reference no: EM133619808

Question

The best way to achieve optimal participation from your employees is to show that the survey actually means something. I always hold "Town Hall" meetings when the results are in. I am transparent and review with staff all the positive and negative responses. We openly discuss both. At the conclusion of the meeting, I collaboratively work with them to develop an action plan with specific objectives and time frames, From then on, we meet monthly do discuss progress and to fine tune any objective that we previously agreed upon. What else can leadership do to make the outcome of an employee survey more meaningful to the employees who participated?

Reference no: EM133619808

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