Employee perception that nothing is happening will have a negative impact on employee morale; a brief summary (one or two pages) of the survey’s findings should be reported to the general workforce as soon as possible. This summary does not need to report actual scores and colour bands, simply provide a background to the Work PositiveCI activity, the key findings, any positive highlights, areas that require attention and how and when you plan to explore these areas through further consultation. This piece is your risk assessment so it is a health and safety document and should be kept safely, dated and recorded, should it be requested at inspection. You will have the opportunity to share further information on the survey results along with your action plan at a later date. Let employees know when they can expect further information regarding the action plan.
Almost every wellbeing survey will collect a few negative responses in addition to positive ones. It is important to view the negative responses as an opportunity to learn and develop as an organisation. Negative responses should be seen in context; they are not indicative of stress being experienced; they are indicative of stressors (hazards which can lead to stress) and thus the next phase is ascertaining whether or not this is the case for different groups of employees. Any negative responses that are significant should be addressed in the discussion going forward through discussion groups and other follow-up activities. Treat the responses seriously and begin exploring ways of resolving the situation. As long as you are seen to accept employee opinion, your employees will feel the organisation is already on the path to recovery.