Setting the course to improve the employee experience within your organization.
You’ve committed to improving your employee experience, rolled out the company-wide survey, and the results are in. Now what? WSA prepares and presents an executive dialogue for senior leadership that explores the 32,000 ft. view of your organization, including current engagement levels, areas of opportunity, what truly matters to your employees, and how your organization compares to other organizations worldwide. No matter your leadership level there are four pillars to follow post-engagement survey: understand, share, act, and commit.
Staying focused on what matters most—for the entire organization—is critical for senior leadership. Your executive dialogue, prepared by a WSA Consultant, ensures your senior leaders understand the overarching trends, strengths, and opportunities for your organization. It also helps senior leaders prioritize the one or two key engagement drivers that the organization will take action on.
By not getting lost in data that’s interesting as opposed to important, you’ll know the key takeaways from your engagement survey and be able to set an effective strategy for moving the needle on employee engagement in your organization.
Senior leaders create and share a company-wide communication around the overall response rate, results, and the one or two key drivers that everyone in the organization will be expected to take action on. Through this communication, your senior leaders not only set the tone for the importance of the survey but also emphasize the organization’s commitment to ensuring positive change comes as a result.
As senior leaders, you play an important role for ensuring appropriate action follows your organization’s employee engagement survey. You must act in two key areas: company-wide strategy and support of other leadership levels. Setting the overall engagement strategy for the organization, based on what you’ve learned is most important to your organization, and you must support business unit leaders in developing and executing on action plans.
Your commitment to your employee engagement strategy must span throughout the months and year that follow an engagement survey. Impacting and enhancing employee engagement is not a single moment in time so it’s critical that the senior leaders commit to long-term engagement efforts.
Motivating leaders at each leadership level ensures your employee engagement strategy is consistent throughout the organization. Each level of leadership impacts the workforce differently and each level has a role to play from senior leaders who must prioritize areas for action to business unit leaders who create accountability with their frontline leaders. By fostering a culture of emphasis on employee engagement within your leadership team, you’ll improve organizational performance and ensure positive change is the outcome.