Tag Archives: takeaways


The Top 3 Takeaways from An Employee Survey

Yesterday I had the joy of training 44 supervisors in a progressive company that has been around for nearly 100 years. We debriefed their employee survey results and discussed actions we could take to better support the manager and supervisors. Ironically, the top 3 results are the same in almost every company I have the privilege of coaching:  Communication, Recognition and Training.


If you are a leader then you are fully aware that communication is an ever-growing need in every organization. Communication and trust go hand in hand. If there is a communication problem you can pretty much assume there is a trust issue. Trust and Communication are always at risk of silent erosion; thus, leaders must pay special attention to these two areas on a consistent basis.


Positive recognition for the work that is getting done. The desire for more more “atta boys” and verbal recognition for what is going right. How often do you pay attention to what people are doing right?  It was a great opportunity for me to share about the Emotional Bank Account. For every negative withdrawal (or interaction) you make, it takes five positive ones to compensate. As leaders we must be overly zealous in our positive affirmations of our co-workers … and, really, everyone in our lives!


It seems with the fast pace of growth, we just need a warm body in the position and training can happen later. Unfortunately, what I often find is that the lack of training becomes a huge source of employee dissatisfaction. You can assume that whatever training you have presently is probably not sufficient. Leadership training on communication, trust building, conflict resolution, active listening, and how to lead a high performing team are just a few of things we are tackling this week. For a leadership team of seven people you will want to work on these skills bi-annually and at least bring them into the conversation evaluating how you are doing in these areas quarterly.

Whenever you run an employee survey you want to make sure you have an effective debrief session and then you must ensure you follow up on all initiatives. You will destroy trust if you do not handle the results effectively, so get help if you are not 100% certain you know what you are doing and until then work on the top three issues above and you will be on your way to great success.

I would love to hear below any other observations you have from employee surveys you have participated in.

Your Coach,