In our conversations with clients, this topic has long appeared as one of the sore points in company surveys. You can work out the choice of the survey or internal communication tool yourself, but now you need the other side, i.e. managers and executives, to work with the results.
You can’t force them, you can’t buy everyone chocolate as an incentive. So how do we get managers to work with results?
The greatest surprise in this area was that a large number of managers would actually like to work with the results, but no one sends them.
In our experience, 80% of all topics addressed in surveys have the team leader as the owner. This is where we see the paradox of the whole situation – those who should primarily see the results very often do not get them at all. And thus they are not able work more with them.
In Arnold you have the possibility to send the results to anyone in the organization. We strongly recommend sending the results to all managers – always for all the people for whom managers are responsible within the organization.
A smart idea that can help you significantly is to find a sponsor for each survey, ideally someone from the company’s management. Is your CEO planning a change and needs input from employees? Do the research for them (or in cooperation with them).
Our experience shows that the best surveys run in companies where the top management is involved in the design and selection of topics or questions. It’s not always easy, but the investment is worth it.
This advice is not circular reasoning. It’s more of a warning not to get bogged down in detail and then not see the forest because of the trees. Because if you want to make sure that your research will have a real business impact, you need to first clarify what you want to see in the report and then start creating the conversation. We recommend this procedure: