Best Practices for New-Hire Survey Results

Learn how to approach new-hire surveys, whether negative or positive.

New hires are taking the non-anonymous surveys. You know what they think, now what? Use this as your guide.

Respond to critical issues immediately

One of the benefits of Retain is that employees feel safer and freer to be candid in surveys. Repay their honesty by addressing issues they've raised in their surveys, especially anything that could be dangerous or open your organization to liability.

When serious complaints are made about another employee it is appropriate to get an HR professional involved immediately. Allegations of serious misconduct should be held privately. Make sure that those surveys do not circulate outside of upper management.

Follow up

Respond to issues where they have asked for follow-up quickly. If they have mentioned needing something, arrange with them and other staff directly to address the need. For example, if they mention they need additional training, have their direct supervisor go directly to them to schedule it asap.

Follow up with each respondent and thank them for their input, highlighting something they said that was particularly valuable. This is an easy way to build morale. If any employee is recognized in the surveys for doing an extraordinary job, recognize them in front of the staff.

Approach negative comments with tact

It is critical to approach negative feedback tactfully and gracefully. You should always respond with the attitude of gratitude, tell them you appreciate their feedback, tell them what you learned and ask them if there is anything else they want to share with you. Never approach a respondent by asking them “why did you say such a thing?”

This will often result in an awkward exchange and the respondent will usually try to downplay their negative comments. This is not an effective way to deal with criticism.

Do not share all of the results with the entire staff

Employee surveys are different from customer surveys in that they typically should not be shared in their entirety with all of the staff. Specific negative comments should be shared exclusively with management.

No retribution for honest feedback

One of the most essential principles for measuring employee satisfaction is trust. Employees must trust that they will not be punished or disciplined for giving their honest feedback. While it is important to investigate comments that come up in employee surveys, no employee should be disciplined for any of their own comments. If this happens, employees will stop giving honest feedback or any feedback at all.

Recognizing Employees

Taking the time to recognize employees who have gone out of their way to do a great job can make a big difference in your company culture. We make it easy for you to recognize hard-working employees. In our surveys, we ask respondents if there are any coworkers that deserve special recognition.

Establish a set time when you recognize great employees. Here are some examples of when you can acknowledge others:

  • During staff meetings
  • In the hallway as they are working
  • At a quarterly or semi-annual event
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