How to Communicate Employee Engagement Survey Results to Your Team

Think your job is done once the employee engagement survey closes? Think again. The real moment of truth begins when employees ask, “So, what happens next?”. 

This is where most companies get it wrong. They run a well-designed survey, collect tons of insights, and then? Silence. No follow-up, no plan, no change. And just like that, trust starts to dwindle. 

Employee engagement survey communication is where you win or lose your team’s confidence. It’s how you prove that you’re not just gathering feedback—you’re acting on it. When done right, it drives participation, builds trust, and turns employee voices into clear business priorities.  

In this blog, you’ll learn the exact steps to communicate survey results the right way. You’ll find out what to say, when to say it, and how to keep everyone—from your frontline teams to your executives—aligned and motivated. We’ll also call out common mistakes to avoid and how to build momentum with the right tools. Keep reading!  

The Importance of Employee Surveys and Why You Must Communicate the Results

Employee engagement surveys are structured questionnaires designed to measure how connected, motivated, and satisfied employees feel at work. They uncover what’s working, what’s not, and where improvements are needed—straight from the people living the day-to-day. These surveys give you the data to understand your workforce beyond assumptions. When used right, they help shape better workplaces, reduce turnover, and drive higher performance. But their true power lies in what you do with the results—and how you communicate them. 

Running a survey isn’t enough. What really counts is what happens after. The true value lies in how you use the results—and how clearly you communicate them. Here’s why it’s important:  

• Builds Transparency and Trust

When you share survey results openly, you send a strong signal: we have nothing to hide. This builds credibility with your teams. It shows you’re willing to face both the positives and the challenges. Employees respect honesty. Even if the feedback isn’t great, clear communication helps them feel included and valued. It's how you build a culture of trust—from the ground up. 

• Signals That Feedback Is Taken Seriously 

People don’t expect you to fix everything overnight. But they do want to know you’re listening. Communicating survey results shows employees their voices aren’t just data points. You’re telling them, “We hear you, and your input matters.” That kind of validation encourages more honest feedback in future cycles. Without this, trust fades—and so does participation. 

• Boosts Engagement and Future Participation 

When results disappear into silence, so does employee interest. But if you share key findings and outline what comes next, you build accountability. Companies that act on employee survey results report higher engagement. Communicating with clarity helps people see the purpose behind the process—and that drives participation next time. 

• Bridges the Gap Between Insight and Action 

Feedback alone doesn’t improve your workplace. Action does. And it starts with communication.  If your teams are flagging issues like poor internal communication, make that known across the org. That awareness becomes the foundation for real steps—like manager check-ins or communication-focused tools. 

When you tie insights to action, change becomes a shared goal. 

Udext Makes It Simple

Udext turns survey data into targeted insights. Instead of overwhelming teams with general reports, you can share what matters—by role, department, or location. 

Its SMS-based survey tools make it easy to reach frontline employees who don’t sit at desks or check emails regularly. You can collect honest, fast feedback from the field—no apps or logins required. This keeps response rates high and participation consistent across the entire workforce. 

Plus, customizable dashboards help you deliver employee engagement survey communication that’s timely, relevant, and easy to act on. That’s how you keep feedback meaningful and momentum going. See how it works>> 

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How to Communicate Employee Engagement Survey Results 

Sharing employee engagement survey results isn’t just about data—it’s about trust, clarity, and next steps. When done right, communication turns feedback into forward motion. In this section, you'll learn how to approach employee engagement survey communication in a way that informs, aligns, and drives action across your organization. 

Step 1: Analyze and Segment the Data

Start by breaking your data into meaningful groups. Don’t treat your workforce as one uniform block. Use filters like department, tenure, and location to dig deeper. Different teams face different challenges—your communication strategy should reflect that. 

For example, your tech team might highlight poor cross-functional collaboration, while your sales unit could focus on burnout. If you send both teams the same summary, it won't resonate with either. 

Use your survey data to spot patterns. What are the recurring concerns? Which areas show high scores, and which ones consistently lag? This helps you set priorities before creating any message.  

Udext’s real-time analytics and heat maps let you see problem areas fast. You get a visual snapshot of where engagement thrives—and where it’s slipping—at any level of the organization. That means fewer assumptions and more targeted action.  

Step 2: Create a Clear Communication Plan

Now that you understand the data, map out your communication goals. Be clear: Are you aiming to build transparency? Align teams? Show accountability? Define this upfront—it’ll guide every message you send. 

Next, know who you’re talking to. Your C-suite doesn’t need the same details as your frontline teams. Segment your audiences and tailor your messaging. Managers may need in-depth data with guidance, while individual teams benefit more from high-level insights and takeaways.  

Pick your communication channels wisely. Company-wide emails might work for broad updates. Dashboards or internal portals are better for role-specific results. Town halls can help with context and connection. Set a rollout timeline; don’t dump all the data at once.  

Step 3: Share High-Level Results First

Begin with the big picture. What are the overall engagement trends? What’s working well across the company? Where are the biggest opportunities? 

Keep this part simple. Use charts, graphs, or infographics to make data digestible. A visual snapshot helps people understand quickly—especially those who aren’t numbers-driven. 

Balance the good and the bad. Highlight areas that are improving, but don’t hide the gaps. Honesty builds credibility. And don’t forget to mention “quick wins”—small actions you’ve already taken in response to the feedback. It shows you're listening and acting. 

Sharing even one visible improvement—like streamlining a feedback tool or introducing team check-ins—can build major trust. 

Step 4: Empower Managers with Team-Specific Insights

Managers are the link between data and daily experience. Equip them with team-level reports, not just company-wide summaries. When they see what matters most to their group, their communication becomes sharper and more relevant. 

Don’t leave them guessing. Give them structured toolkits—talking points, suggested formats, and FAQs. This support helps them hold confident and open discussions without missteps. 

Encourage managers to host 1:1s or team debrief sessions. These small settings allow honest dialogue and personal context. They also make the results feel actionable, not distant. 

Step 5: Promote Open Dialogues and Feedback Loops

Don’t treat survey results like a final statement. Open the floor. Host town halls, AMAs, or team Q&As where employees can ask questions and respond to findings. 

Clarify what the results mean—and what they don’t. Create room for honest conversations, especially around tough topics. When people feel safe to speak up, they stay engaged. 

Employee engagement survey communication should feel like a two-way street. Reinforce psychological safety in every conversation. When employees trust the space, real insight emerges. 

Step 6: Translate Feedback into Action Plans

Don’t try to fix everything at once. Focus. Ask each team to identify two to three areas that matter most. Then, turn those insights into SMART goals—specific, measurable, achievable, relevant, and time-bound. 

Assign clear ownership. Every goal should have someone responsible for tracking progress. This drives accountability and avoids things falling through the cracks. 

Let teams know what happens next. Share follow-up timelines and checkpoints. Show you’re not just listening—you’re acting with intent. 

Step 7: Keep the Momentum Going

Feedback loses impact without follow-through. So keep it moving. Share progress updates through monthly emails or dashboards. Even small steps matter when they’re visible. 

Celebrate wins. When a team meets its engagement goal or improves a low score, recognize it. Public wins motivate private efforts. 

Consistency builds credibility. Remind your teams that survey action is a cycle—not a one-time fix. 

Udext’s SMS Alerts and progress-tracking dashboards make it easy to keep everyone aligned. HR can set reminders, share updates, and track follow-through—all in one place.

Common Mistakes to Avoid 

Effective employee engagement survey communication doesn’t just depend on what you share—it’s also shaped by what you don’t do. Missteps in timing, messaging, or follow-up can break trust and stall progress. Here are the most common mistakes companies make—and how you can avoid them. 

Delaying Communication 

Waiting too long to share survey results sends the wrong message. It makes employees feel unheard or dismissed. The longer you hold back, the more doubt creeps in. 

You don’t need to have all the answers immediately. Just show that you’re listening. Share a timeline. Offer a high-level summary within a week. Even a simple “We’ve received your input and here’s what’s next” makes a difference. 

With Udext, you can automate result-sharing across roles via SMS, so no team gets left behind. Timely updates build transparency, and that’s what employees want most.  

Ignoring Negative Feedback

It’s tempting to focus only on positive highlights. But if you skip over the hard stuff, employees lose trust fast.

Let’s say your engagement scores dipped in career growth and recognition. Don’t gloss over it. Acknowledge the concern. Share what you’re doing—or planning—to address it.  

Your employee engagement survey communication should include both wins and gaps. Balance builds credibility.

For example, if only 42% of employees feel recognized, mention the figure. Then, talk about how your HR team is reworking recognition practices or training managers to improve one-on-one feedback. 

Overwhelming Teams with Raw Data 

Raw data is valuable, but without context, it confuses more than it clarifies. Dumping spreadsheets or dashboards without guidance makes employees disengage. 

Instead, break it down. Use visual summaries, short insights, and clear takeaways. Segment by department or role to keep it relevant. 

Udext helps simplify this. Its dynamic dashboards allow you to filter and share insights that actually make sense to each team. No more information overload. 

Keep your communication sharp. Say what matters, why it matters, and what’s next. 

Failing to Act on Insights

Collecting feedback is only the beginning. If employees see no action, they stop participating altogether. 

Even small steps count. For example, if team members mention a lack of team check-ins, introduce a weekly 15-minute sync. Track progress publicly. 

Set 1–3 focus areas per team. Share clear owners and deadlines. Use SMART goals—specific, measurable, achievable, relevant, and time-bound—to ensure real progress. 

Udext lets you create and send easy SMS text alerts, so follow-through stays on track across departments.

Communicate Early, Often, and with Empathy

Don’t wait for the perfect plan. Start conversations early. Keep your tone honest and human. People appreciate effort over polish. 

Empathy means listening without defensiveness. It means recognizing that behind every score is a person with a story. Make your employee engagement survey communication about more than numbers—make it about people.  

Conduct Surveys Hassle-free and Communicate Seamlessly With Udext

Employee engagement surveys aren’t just a checkbox. They’re a commitment—to listening, to improving, and to building a workplace where people feel valued. But the real impact happens after the survey. How you share the results, what actions you take, and how consistently you communicate—those are the moments that shape culture.  

Strong employee engagement survey communication builds trust, strengthens teams, and drives performance. When employees see that their input leads to real change, they don’t just participate—they invest.

Whether you’re collecting feedback through quick, mobile-friendly SMS surveys, segmenting results for different teams, or sending automated reminders for follow-ups, Udext gives you the tools to make every step count. From reaching frontline teams to keeping leadership informed, it’s built to help HR teams connect insights to action. 

Ready to make your next survey count? 

Book a demo to see how you can create a feedback-driven culture with our solutions.

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