Employees are more likely to continue participating in your listening program if they can see that their input has had an impact. Don't assume that employees will connect a question you asked in the past to a change that's being made in the present.
1. Send a follow up message
Once you've collected the input you were looking for, send a follow up message letting employees know what you did with the information they provided. Was it sent to someone in particular or another office? Will it be deliberated upon? Set expectations about what happens next.
2. Call out what you heard
I If applicable, call out what you heard in the poll results. For example you might highlight some written responses you received to a response poll that were very helpful or just explain whether the multiple choice poll you sent had a clear winning choice.
3. Celebrate the change
If the question has lead to noticeable change, celebrate it! Explain what the change means and thank employees for their input. Remind employees that their participation in your polls really does drive change and lead to results.
Example Follow-Up Message
To anyone who missed the original message collecting questions for HR, this message is nonsensical. It's also unclear what will happen next. What will HR do with the submissions?
This message does a better job of explaining what will happen next, but it's not as descriptive as it could be.
This message acknowledges that submissions were received and gives some insight into what the submissions were about. Now employees know what to expect from the head of HR at the next quarterly meeting, and can see that their participation in the poll affected the content of the upcoming meeting.