The way to implement change isn’t just by conducting a survey, it’s taking action with what you’ve learnt. When organisations want to make a difference, to improve how they do things, they often reach out and gather data and opinions to inform their decisions. But if you’re asking the wrong questions or focused on the wrong data, you’re not going to find applicable information. Rather than risking analysis paralysis and disruptive opinion-garnering sessions to supplement your survey attempt, try following our three pillars of Action-Oriented Employee Feedback.

Question selection

The first pillar of Action-Oriented Employee Feedback is aimed at getting the right type of information. There isn’t much point in asking about something the organisation cannot change. Questions therefore need to be aligned to organisational goals. Unless it’s an essential measure you’re tracking over time, be ready and willing to take action on the things you ask about. Posing questions with HOW and WHAT can help steer the feedback to the organisational goal you’ve set out. But don’t overload your initial survey, you can always ask follow-up questions with Targeted Anonymous Dialogue™.

Targeted Anonymous Dialogue™

Action-Oriented Employee Feedback cuts through the old, laborious survey process. When you gather information from surveys, instead of going on a wild goose chase, Targeted Anonymous Dialogue™ lets you go straight to the source. All you have to do is ask. Targeted Anonymous Dialogue™ allows employees to keep their anonymity, while you can directly address specific follow-up questions to the individuals who gave you feedback. Armed with deeper understanding from the follow-up questions, you could be ready to take informed, effective action in mere days, if not hours.

Define your own heatmap

The third and final pillar of Action-Oriented Employee Feedback concerns how you look at employee feedback. Often you’ll find people preoccupied by external benchmarks and focused on survey statistics instead of the feedback itself. With Action-Oriented Employee Feedback your course of action is the internal benchmarks you set yourself. By taking a heatmap across your organisation you can instantly identify and locate significant issues, and then use Targeted Anonymous Dialogue™ to dig deeper.

Employee feedback is a great basis for implementing change in businesses and workplaces; but only if you collect it correctly. By following the three pillars of Action-Oriented Employee Feedback -question selection, Targeted Anonymous Dialogue™ and your business heatmap, you can get to the root of any issues and take effective, informed and targeted action. After all, it’s only by taking that action that you’ll make impactful changes to your organisation.