Just half of employees expect survey feedback to lead to action
Research finds only 53% of employees believe organisations will act on feedback gathered through surveys.
Only 53% of employees believe action will be taken after they provide feedback through workplace surveys, according to new research from People Insight.
The employee listening specialist says the figure raises questions about how organisations respond to employee feedback and whether employees see evidence that their views lead to change.
The report, The senior leader's role in employee surveys, examines how organisations manage employee listening programmes after survey results are collected. It argues that senior leaders often support employee surveys but leave responsibility for responding to the findings to HR teams and line managers. While those groups may be responsible for coordinating activity, decisions on priorities, resources and organisational change often sit elsewhere.
People Insight says this can weaken confidence in employee listening programmes, particularly where employees are asked for feedback repeatedly but see little follow-up communication or visible action.
Tom Debenham, Managing Director at People Insight, said: 'Employees are not expecting everything to change overnight, but they do expect honesty and visible progress.
'When only 53% of employees believe action will follow a survey, it is a clear signal that something is breaking down. If people repeatedly give feedback and see little change, they will question the value of speaking up.'
The report calls for greater leadership involvement once survey results are available, including setting priorities, making decisions and communicating progress to employees.
It also cautions organisations against making commitments they cannot deliver. Instead, employers should be clear about what action will be taken, what may take longer and where change is not planned.
The report covers leadership sponsorship, accountability, governance, communication and action planning. It argues that employee feedback should be treated as an ongoing leadership responsibility rather than a periodic HR exercise.
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Get the report: The senior leader’s role in employee surveys