It’s time to share the results of your recent communication survey, but did you know that a “one-size-fits-all” approach is not the best way to do so? Instead, think of your organization as having three distinct audiences: senior leaders, managers and employees. Here’s what each group needs to know.
Communicating survey results with senior leaders is your opportunity to make the case for change. For example, if your results point to the need for a leader/manager communication program, you will need to create a clear picture of how the data supports it—from vehicle preferences to the current effectiveness of leader/manager communication. As well, you’ll need to demonstrate the potential impact on the business, such as better engagement and support for the company strategy.
Managers want to know their suggestions and ideas have been heard. They also want to be in a position to answer questions from employees. Help managers understand the key changes employees want to see, as well as what has been most effective. If you measured manager communication, be sure to give them the inside scoop on the results and the support they can expect. Caution: You’ll have to walk a fine line here as you balance employee feedback with managers’ perception that they’ll have to take on more work.
Just like managers, employees want confirmation that their feedback was taken seriously. Not only does this signal that the organization is listening, but it also encourages future employee participation. With most research projects, it can take considerable time to agree on next steps, especially if there is a large investment or major change involved. Plan to share two to three key findings, as well as where you are in the process, within three to four weeks of the survey. It will help employees remain connected to the research.