The employee survey has been administered. The survey platform is now closed. You’ve analyzed the data and shared some of the results – the good and the bad. And your staff is waiting, waiting, waiting. And then you begin to hear the grumbles that nothing is getting done. Senior leaders are confused because they’ve made changes – many changes. And people are feeling frustrated.

An employee survey is a powerful, cost-effective tool to identify, understand, and fix engagement problems in an organization. It can identify key drivers of motivation, what kills morale in your organization, detect high-performing teams, as well as areas in need of development. But so many organizations, when it comes to the communication plan, simply get it wrong. Strategic communication throughout the process can make, or break, an employee survey.

A few weeks ago, we discussed the benefits and potential drawbacks of 360 feedback survey processes. One of the primary drawbacks might be the resistance of employees, managers, and senior leaders to participate in this process. To deal with this resistance and answer the question this blog poses, we first want to address misinformation regarding 360 degree feedback processes.

We talk a lot about engagement in this blog, but what about good old job satisfaction? Should your organization care about it? Does it matter? WHAT IS EMPLOYEE SATISFACTION? In the most simple terms, employee satisfaction relates to how content your workers are. Job satisfaction shouldn’t be overlooked or dismissed as irrelevant. It also shouldn’t be the focus of your organization. Satisfied employees might not be engaged, whereas for an employee to be engaged, they must be satisfied.

If just getting an email from HR can give your stomach flip-flops, when managers and organization leaders confront the “dreaded” 360-feedback process, many want to run for the hills. 360-degree surveys are now a mainstay of many organizations, and, when implemented well, they can be catalysts of meaningful, positive change. What’s there to fear?