By Kameel Martin, Senior Client Success Manager
It’s an all-too common mistake that HR professionals make — all the effort of running an employee survey is put into the beginning of the process; designing the survey, selecting the questions, setting it up, and there’s a whole campaign to get your people to respond. But what happens after the results are collected?
A client once told me that after receiving the results of an unfavourable Employee Engagement survey that her executive team committed what she and I both knew was the cardinal rule of workplace polling.
They put the results and findings in a drawer and acted like it never happened.
Click here to read more about how brushing poor results under the carpet doesn’t make the problem go away.
