How to Address & Share Employee Engagement Survey Results

Employee surveys are insightful if you use them correctly. They give you a window into what’s working, what’s not, and sometimes, what’s downright broken.

But, collecting the data is the easy part. The real challenge lies in what you do next. Presenting survey results and addressing them effectively can make the difference between building trust or losing it entirely.

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In this guide, we present not just the best practices, but also the nuances that elevate how you communicate survey results. Along the way, we’ll draw from real-world examples to illustrate what works and what doesn’t.

Preparing to Share Survey Results

It’s not enough to say, “engagement is up by 5% this year.” Why? What changed? 

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Similarly, if you’re trying to relay areas of concern, dig deeper.

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For example, one organization we worked with discovered low scores around recognition. On the surface, there seemed to be a quick fix: roll out an employee appreciation program.

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But digging into focus group feedback revealed a deeper issue. Managers weren’t trained to deliver meaningful recognition. Addressing the root cause led to more sustainable improvement.

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Surveys can be a double-edged sword. It’s valuable to let employees know how results will be used, upfront. A pre-results email or town hall can help frame the purpose:

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“We value your feedback and want to share what we’ve learned—and more importantly, what we’ll do about it.”

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This small gesture can go a long way in setting the right tone.

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As an example in practice, consider the software company Atlassian. They brief participants on the process before surveys go live. This transparency helps employees feel like active contributors rather than passive data points.

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Tips for Presenting Employee Survey Results

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1. Make It Visual, But Don’t Overdo It - We’re a big fan of visuals, but there’s such a thing as overloading your audience with graphs and pie charts. Pick a few key visuals that tell the story. For instance, if you’re showing engagement trends over time, a simple line graph does the trick. Heatmaps are fantastic for comparing scores across departments—but keep the color coding intuitive.

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2. Avoid the Data Dump - No one wants to sit through a 50-slide deck of granular data. Instead, focus on the highlights: what’s working, what needs attention, and what’s next. Keep detailed results as supplemental material for those who want to dive deeper.

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3. Tailor the Delivery - Executives care about strategic outcomes: retention, productivity, and ROI. Managers need actionable insights: team comparisons, specific feedback themes, and recommended next steps. Employees? They want reassurance that their voices were heard—and to know what changes are coming.

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Again, as a real-world example, consider Spotify. Their survey results are delivered in layers. The executive team gets a strategic overview, while managers receive tailored dashboards highlighting team-level insights. Employees are shown a company-wide summary, focused on themes and next steps.

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How to Communicate Survey Results Effectively

Not all results are pretty. If leadership scored low in trust or communication, don’t shy away from it. Employees can spot a whitewash from a mile away. Addressing tough results openly—not defensively—can be a turning point for organizational trust.

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Don’t sit on results for months. Employees will assume their feedback is being ignored. Share preliminary findings within a few weeks of closing the survey. Even if your action plan isn’t fully baked, you can say, “Here’s what we know so far, and here’s what’s next.”

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For example, at Patagonia, leaders host live Q&A sessions after every survey. Employees can ask questions, anonymously or publicly. This openness builds trust and ensures employees feel heard.

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Finally, whenever possible, share specific examples. Instead of saying, “Recognition scores are low,” try “One comment stuck with us: ‘I’ve worked here for five years and feel invisible.’ That’s something we need to change.” It makes the feedback real and relatable.

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How to Address Survey Results with Action

If employees don’t see changes after surveys, they’ll stop taking them seriously. Action is where credibility is built or lost.

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Of course, you can’t fix everything at once. Focus on issues that will make the biggest impact, either because they’re widely felt or because they align with strategic goals. A useful framework is the Impact vs. Effort Matrix:

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• Quick Wins: Simple, high-impact fixes like revising a confusing policy.
• Strategic Initiatives: Long-term efforts like leadership development programs.

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One of the best ways to ensure buy-in is to involve employees in crafting solutions. For example, after Adobe received feedback about inclusivity, they didn’t just mandate new policies. Instead, they formed employee committees to co-create changes, from revising hiring practices to designing bias training.

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How to Monitor Progress and Communicate Updates

Improvement doesn’t happen overnight, and employees know that. What they don’t know is what’s being done in the background.

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Be clear and set measurable goals. For example, “our aim is to reduce turnover in key departments by 10% within six months.” 

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It’s also important to celebrate small wins. Don’t wait for perfection to celebrate progress. If a new initiative is starting to show results, let employees know. For example: “Our new onboarding program, launched based on your feedback, has reduced time-to-productivity by 20%. Keep the ideas coming.”

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Netflix, for example, is known for transparency. They send quarterly updates on initiatives driven by survey feedback, outlining both successes and challenges. Employees appreciate the honesty, even when progress isn’t linear.

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Use PerformYard to Turn Survey Results Into Action

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If you’re looking for a tool that doesn’t just collect feedback but actually helps you act on it, PerformYard has you covered.

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With PerformYard, you can centralize your survey data, track action items, and monitor progress—all while keeping your team aligned and engaged.

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For example, if your survey reveals concerns about career development, you can use PerformYard to create measurable goals, assign accountability, and track outcomes in real time.

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Meanwhile, one of PerformYard’s standout features is simplicity. Employees don’t need a lengthy tutorial to get started, and managers can easily pull reports to identify trends and opportunities for growth. With built-in tools for continuous feedback, you’re not limited to annual surveys. You can check in with your team through pulse surveys, performance reviews, or even real-time feedback loops.