No two individuals are the same. Employees may perceive and evaluate the same situation differently, leading to diverse responses to the same question.
Anastasia may love the cafeteria's vegan options, while marianne can't stand them because she thinks they use too much hummus.
As humans, we have different preferences and characteristics. What is positive for some may not be positive for others.
Therefore, when evaluating results in a particular area, there can be significant differences in how employees generally agree on the assessment—or whether they evaluate it very differently.
Variation and general fluctuations are completely natural.
However, if there is significant variation, it may not be appropriate to apply the same actions to the entire department. In other words, if you take no action on the cafeteria's vegan options, marianne will remain dissatisfied; if you change the menu, anastasia may become dissatisfied.
Neither approach is ideal.
Instead, it is often better to address the situation with the individual employee(s) involved.
If you still have questions lingering, if you are aware of and can provide satisfactory answers to the six questions above, you are well on your way to deriving maximum benefit from your employee survey, satisfaction assessment, or any other survey you have just completed.
However, this is just the beginning. The hard work starts now with creating the action plan, planning interventions, conducting follow-up meetings, and so on.
If you have any questions, feel free to reach out to me or one of my colleagues. You can directly visit my linkedin profile through the link above. You can also contact xact in general through our contact form on the website.
If you're simply curious in general, you're welcome to explore our knowledge universe. You can learn how to create the best survey or borrow (completely free of charge) my colleague flemming lorenz's agenda for follow-up meetings with employees.