Encourage collaboration and teamwork with a recognition program that is effective and enjoyable!
Book a demo now to take advantage of some incredible offers!
Turn employee survey feedback into action with best practices for analyzing, communicating, and implementing meaningful changes.
In today’s rapidly evolving workplace, employee feedback is more than just a box to check—it’s a vital driver of trust, engagement, and continuous improvement. While collecting feedback through employee surveys is a crucial first step, the real value emerges when organizations take meaningful action based on what employees share. This article offers a comprehensive roadmap for HR professionals, managers, and organizational leaders to move beyond data collection and turn survey results into impactful change.
Employee surveys are powerful tools for boosting engagement, identifying organizational strengths and weaknesses, and driving growth. When employees see their feedback leading to real change, it builds trust, improves morale, and increases retention. Conversely, ignoring feedback can erode trust, cause disengagement, and lead to survey fatigue—where employees stop participating because they believe their input doesn’t matter.
You can’t fix everything at once. Use criteria such as impact, feasibility, and urgency to prioritize issues. Involve key stakeholders—including managers and employee groups—in identifying which areas to address first. Focus on a few key organization-wide priorities, while empowering managers to tackle team-specific concerns.
Transparency is essential. Share high-level results and key themes with all employees—not just the scores, but the insights behind them. Clearly communicate which areas will be prioritized and explain why. Be honest about what can and cannot be addressed immediately, and manage expectations regarding timelines and outcomes.
Acting on feedback should be an ongoing cycle, not a one-time event. Encourage open communication, continuous listening, and regular review of progress. Integrate feedback into ongoing business processes and make it a core part of your organizational culture.
Many organizations have successfully transformed their cultures by embracing employee feedback. For example, a global tech company noticed low scores in communication and transparency. By sharing survey results openly, involving employees in solution brainstorming, and implementing regular town halls, they saw a 20% increase in engagement scores within a year. Another retail chain used employee feedback to revamp their onboarding process, resulting in higher retention and faster ramp-up times for new hires.
When a mid-sized technology company discovered that career development opportunities ranked as their lowest engagement factor, they implemented a mentorship program, created clear career pathways, and allocated learning budgets for each employee. Within six months, their follow-up pulse survey showed a 24% improvement in career development satisfaction scores and a 17% decrease in turnover among high-potential employees.
Consistently acting on employee feedback builds trust, drives engagement, and leads to meaningful organizational improvement. Audit your current feedback implementation processes and commit to at least three specific improvements in how you respond to employee input. Start planning your post-survey communication strategy today, and remember: closing the feedback loop transforms surveys from organizational rituals into catalysts for positive change.
Ready to turn employee feedback into real results? Schedule a demo with Assembly and discover how our platform can help you close the feedback loop and drive engagement.
After receiving employee survey results, thank participants, analyze the data for key themes, communicate findings transparently, prioritize issues, and develop actionable plans. Most importantly, follow up with regular updates and show employees how their feedback is driving change.
Prioritize actions based on impact, feasibility, and urgency. Involve stakeholders in the decision-making process, focus on a few high-impact areas, and empower managers to address team-specific concerns.
Acting on feedback builds trust, increases engagement, and improves retention. Ignoring feedback can lead to disengagement, survey fatigue, and a loss of credibility with employees.
Communicate openly about survey results, share action plans, provide regular progress updates, and link changes directly to employee feedback. Celebrate successes and acknowledge ongoing challenges to maintain transparency.
Get the foundational knowledge on creating an employee recognition program that boosts employee engagement and helps them feel valued.
Explore Guide
Yes, at Assembly, security is a top priority. Each quarter, we have ongoing security work that is everyone’s responsibility. While we maintain a strong security posture, it was important for us to prove to our customers that we do everything we claim to do. This led us to pursue a SOC 2 Type II report that would provide evidence of our compliance with industry gold-standard security practice.
There is study after study showing that employee recognition leads to increased engagement. This in return creates an environment where employees are happier and more motivated which increase productivity and reduces voluntary turnover significantly. In order to filled critical roles, companies tend to spend nearly twice the value of an annual salary. Assembly is an investment in your employees that supports your bottom line.
Yes, we will offer contracts for companies with longer-term agreements to help larger customers have more certainty around future costs.
The minimum agreement term is a 12-month subscription.
We do and for FREE! Any new customer needing further support to get started with Assembly to ensure you're set up for success can request custom onboarding support. Improving your employee experience is about much more than just using our amazing software; it’s about transforming your business to create a workplace that people love. That’s much easier to do with the personal support and advice from our passionate people experts.
At the time of redemption (when your employees exchange their points for a paid reward) you'll pay face value. If a reward is a $10 Amazon gift card, your cost will be $10. All paid rewards are billed for on a monthly basis.
The good news is that you don't have to pay for rewards upfront because we only charge you when points are redeemed, not when they're earned.
We offer discounts or educational or charitable organizations. In order to secure a discount, you'll first need to book a demo with a customer support specialist.
For all other organizations, we are willing to consider longer-term agreements in exchange for discounts. To set up annual plans or longer, you will need to book a demo with a customer support specialist.
If you're on a month to month plan, you can go here and cancel anytime. If you're having concerns or need help setting up your account for success, you can always book a demo with a customer support specialist.
If you're on a longer-term custom plan, you'll need to reach out to your customer support specialist to cancel your account or email us at support@joinassembly.com.
Great question! You can customize your core values to match your organization's to boost and track alignment. You can change your currency from the 🏆 emoji (our default) to any emoji of your choice. You can swap our logo for your own. You can also set up company culture rewards such as, "Lunch with the CEO," "Buy a book on us," and so much more!
While we recommend a peer to peer set up where anyone in your organization can give or receive recognition, you can set up Assembly however you want. If you need to limit the people who can give or receive recognition, that's perfectly fine and can be done from your Admin, here.
Assembly connects to the tools your employees use every day to offer an easy, seamless experience with minimal change management.
Assembly has integrations with HCM/HRIS systems like ADP, Google, Office 365, and Slack. We also integrate with communication tools like Slack and Teams so you and your employees can access Assembly wherever they work now.
That depends on the company's permissions set up. That said, over 90% of the employees on Assembly's platform are recognized on a monthly basis. That means nearly every employee across all of our customers are receiving regular recognition from their peers, managers, or leadership. We're extremely proud of this.
They are not required. You can use Assembly without having rewards set up. However, we don't recommend it if you intend to have a high adoption and usage rate. You can always keep the costs down by offering internal culture rewards that are fulfilled by you internally.
No, you can remove allowances from anyone or everyone. It's up to you but we do recommend using points whether they're worth a real dollar value or not. Companies that use points have a much higher engagement rate even if those points don't exchange for real dollars.
Please schedule time with an expert and we will help you to get all your questions answered
