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3 challenges in creating an action plan and following up on your employee satisfaction survey

Identifying areas for improvement and creating an effective action plan based on an Employee Satisfaction Survey (MTO) can be a complex task for organizations. Employees sometimes find it difficult to make concrete suggestions for improvements, and many employee satisfaction survey tools do not offer advice for common challenges. In addition, prioritizing action items and engaging stakeholders can be challenging. As a result, your employee satisfaction survey may not be followed up. In this article, we explore these problems and offer insights and strategies for dealing with them so that organizations can implement effective improvement measures.


Challenge 1:

Lack of improvement suggestions: Employees may be dissatisfied, but it can be difficult for them to offer concrete suggestions on how to improve the situation. In addition, many employee satisfaction survey tools do not provide advice on common challenges. In practice, many HR departments set up project teams to work on specific areas for improvement. The downside of this is reinventing the wheel and not using best practices from other organizations.


Challenge 2:

Prioritizing: The employee satisfaction survey can identify several areas where improvement is needed. This can result in an overwhelming number of action items that need to be addressed. It can be difficult to determine which actions are the highest priority and which are feasible within available resources and time.


Challenge 3:

Lack of stakeholder involvement: The success of an action plan depends on the involvement and collaboration of stakeholders, including management and employees at various levels. It can be challenging to get everyone involved and ensure they feel accountable for implementing the actions.


Learned: employee satisfaction survey software with best practices for action plans.

With the Learned engagement model, we offer organizations a scientifically based model consisting of 18 themes and more than 70 questions to measure employee engagement. In addition, the model includes multiple concrete best practices per theme to improve employee engagement.