Running a great Employee Experience (EX) survey is only half the job.

The real magic — and real trust-building — happens when you analyse results thoughtfully and act with urgency and care.

Here's how to turn feedback into momentum, not just another report gathering dust.

Step 1: Start With Curiosity, Not Judgment

When survey results land, it's tempting to jump straight into explanations or defensiveness.

Instead, pause. Get curious.

Ask:

• What patterns are emerging?

• Where are the surprises?

• Where is the tension between what we value and what people experience?

Curiosity creates space for insight. Judgment shuts it down.

Step 2: Look Beyond the Scores

High scores aren’t the whole story — and low scores aren't the enemy.

Dig deeper:

• Cross-tabulate: How do experiences differ across teams, locations, career stages?

• Thematic analysis: What are the main themes in open comments?

• Identify strengths: What’s working that you can build on, not just fix?

Remember: Numbers show symptoms. Comments often reveal causes.

Step 3: Share Results Transparently

Nothing erodes trust faster than silence after a survey.

Best practice:

• Share top-level results with everyone

• Equip leaders to discuss team-level results with their people

• Frame findings honestly: strengths, challenges, and areas we don't yet understand fully

Tip: Even if some results are tough, transparency builds credibility.

Step 4: Prioritise Ruthlessly

You can’t fix everything at once — and trying to will overwhelm both leaders and employees.

Focus on:

• High-impact issues (e.g., leadership trust, psychological safety)

• Quick wins that build momentum

• Systemic changes that reflect your Vision and values

Prioritisation signals seriousness, not avoidance.

Step 5: Co-Create Actions With Employees

Top-down solutions rarely stick. The people living the experience often have the best ideas for improving it.

Ways to co-create:

• Focus groups

• Workshops

• Team-based action planning sessions

Ownership creates engagement. Engagement creates change.

Step 6: Communicate Progress (Even Imperfect Progress)

Don't wait until everything is "done" to update employees.

Keep sharing:

• What’s been heard

• What’s underway

• What’s coming next

• What’s still being explored

Progress builds hope. Silence breeds doubt. Avoid the mistake of inaction by learning how to act on feedback quickly.

Example: Acting With Agility

A professional services firm committed to sharing top EX survey findings within 30 days. They held manager-led team discussions within 60 days. And they launched two major initiatives within 90 days.

Results? Increased trust in leadership, faster feedback loops, and a 20% rise in employees saying "my voice is valued here."

They proved they weren't just listening — they were acting. Discover how action after feedback builds deep organisational trust.

How the VALUE Method™ Guides Analysis and Action

• Vision: What experience are we trying to create?

• Architecture: How are we structuring action planning?

• Listening: Are we hearing both what’s said and what’s underneath?

• Understanding: Are we seeing patterns, not just problems?

• Evolution: Are we moving from insight to impact, visibly and bravely?

Final Thought: Listening Is a Promise. Action Is Proof.

Your EX survey results are a gift — an opportunity to become the organisation you aspire to be.