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How to turn survey results into a great presentation

How to Create a Survey

How to turn survey results into a great presentation

How to present your survey results

Choose the best data to share, tell a story, adhere to common design rules, create an additional report.

You’ve launched your survey . The results are in. Now it’s time to make sense of them.

Creating a survey results presentation is one of the best ways to analyze your results and present them to stakeholders in a format that makes them clear and understandable.

It’s not as simple as copying and pasting everything into a PowerPoint presentation, though. Here’s how you can create an awesome survey results presentation.

Why you should turn survey results into a presentation

Not everyone is going to be willing to sift through all your survey responses and tease out the relevant findings. That’s why you need to succinctly summarize those findings and make them digestible for everyone. A survey results presentation is the perfect tool.

How to create a survey results presentation: Best practices

Before you rush to turn your responses into a presentation, take the time to acquaint yourself with the following best practices.

Not every insight you collect from your survey is going to be relevant to your target audience. So start by narrowing down your dataset to include only information that’s useful. Think about what you want your audience to take away from your presentation, and then choose your data accordingly.

If you really want to capture your audience’s attention, tell a story with your presentation. Rather than just show them the raw data, explain what the findings mean and why your audience should care.

Using subjective feedback from surveys can work well. While it’s helpful to show data that proves your point, using specific examples can make your presentations much more powerful, writes corporate trainer Dana Brownlee .

There are several design best practices you should follow, writes Shonna Waters, Ph.D. , vice president of strategic alliances and partnerships at professional coaching platform BetterUp. That includes using a minimalistic background, placing only your major points on each slide, and avoiding blocks of copy. “Keep the presentation stimulating and appealing without overwhelming your audience with bright colors or too much font,” Waters advises.

Not all of your survey findings will be suitable to include in your presentation, but they may still be essential for stakeholders. “If you’re presenting data to senior executives or business clients, you might want to prepare a full report on your findings,” writes Swetha Amaresan , senior marketing coordinator at Nickelodeon International. “You wouldn’t refer to this document during a presentation, but you might hand this to your audience to read through on their own time.”

Turn survey results into a presentation with Jotform Report Builder

If you’re worried about keeping track of all the best practices above, let Jotform’s Report Builder do the hard work for you. Jotform Report Builder automatically turns your Jotform survey responses into beautiful, professional reports.

Create the perfect report with a range of charts and tables. You can drag and drop design elements to suit your tastes. Don’t worry about having to update your presentation once it’s designed — presentations are updated automatically with each new form submission.

Just so you know

Automatically turn your survey responses into professional presentations with Jotform Report Builder .

How Jotform can make surveys easy

Whether you want to create a survey or turn your existing survey into a report, Jotform is the ideal tool. With over 800 free survey templates , it’s easy to get started.

You can tailor the survey to your needs, choosing the format that works best for you. That could be a classic survey where all questions are listed on a single page, or you may opt for Jotform Cards, where you ask one question per page.

If you want to dig deeper, you can use conditional logic to create an interactive survey that changes depending on each user’s response. Conditional logic improves the quality of answers from respondents while also improving the completion rate.

With Jotform, you never have to worry about privacy or security. All Jotform form data is protected with a 256-bit SSL connection and is compliant with the General Data Protection Regulation and the California Consumer Privacy Act. You can even add an optional feature that helps with HIPAA compliance if you’re creating a healthcare survey.

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ChartExpo Survey

employee satisfaction survey results presentation

How to Create Employee Engagement Survey Results Presentation

Making sense of employee engagement survey data is one of the most complex and time-consuming tasks.

Survey data is complex and may involve both textual and numerical information. And this calls for a change in strategy, especially during the analysis phase.

employee engagement survey results presentation

This is where specialized survey tools, such as the Likert Scale, come in.

Likert Scale is one of the many charts, tailor-made specifically to help your business extract actionable insights from employee engagement survey data without consuming much time.

Yes, you read that right.

Data visualization tools, such as Excel, lack ready-made and visually stunning employee engagement survey visualization charts.

It turns out you don’t have to ditch your Excel in favor of other costly tools on the market.

You can improve your Excel by installing third-party apps (add-ons). This will enable you to access ready-to-go and specialized charts for employee engagement survey data visualization.

In this blog, you’ll learn:

How to generate an employee engagement survey results presentation?
What is an employee engagement survey?
Benefits of employee engagement survey.
Pros of conducting an employee engagement survey
How to create an employee engagement survey results presentation chart in Excel?
The best add-in to install in Excel to access ready-made Likert Charts

How to Generate Employee Engagement Survey Results Presentation?

Before jumping right into the how-to guide, we’ll address what is an employee engagement survey?

What is an Employee Engagement Survey?

An Employee Engagement Survey measures the degree to which staff feels valued at your company.

Tracking the level of engagement is vital in determining the commitment of your workforce to achieving your strategic business goals. An employee engagement survey results presentation can help you communicate the following:

Your employee’s motivation levels
The alignment of your employee’s understanding with your overall strategic goals
Questions that help you understand their mood and morale
Insights into how to supercharge productivity
Analysis of team-level survey responses for cross-team benchmarking

So, what are the benefits of employee engagement surveys? This is what we’ll address in the coming section.

Benefits of Employee Engagement Survey?

Measure employee engagement level.

You can use the employee engagement survey results presentation to display insights into staff’s commitment to your company in the long term.

Empowers Employees

Measuring the engagement level entails gathering opinions using surveys, which provide employees with a platform to air their grievances.

To Increase Engagement

You can use an engagement survey results presentation to lobby the top management to focus on boosting employees’ satisfaction levels.

Keep reading to discover more.

How to Create an Employee Engagement Survey Results Presentation Chart in Excel?

Putting an employee engagement survey results presentation together is not a walk in the park, especially if you don’t have the right tool.

Excel is a trusted data visualization tool because it’s familiar and has been there for decades.

But the spreadsheet application should not be your go-to employee engagement survey generator, especially if you want to harness high-level insights.

This freemium spreadsheet tool lacks a ready-made and visually stunning employee engagement survey chart , such as Likert.

We understand switching tools is not an easy task.

This is why we’re not advocating you ditch Excel in favor of other expensive data visualization tools.

There’s an amazingly affordable visualization tool that comes as an add-in you can easily install in Excel to access ready-made employee engagement survey results charts. The tool is called ChartExpo.

So, what is ChartExpo?

ChartExpo is an incredibly intuitive add-in you can easily install in your Excel without watching hours of YouTube tutorials.

With a large number of ready-to-go visualizations, the employee engagement survey generator turns your complex, raw data into compelling, easy-to-digest, visualization designs.

ChartExpo is cloud-hosted, which makes it extremely light. You have a 100% guarantee that your Excel won’t be slowed down.
You can export your beautiful, easy-to-read, and intuitive charts in JPEG, PDF, SVG, and PNG.
ChartExpo add-in is only $10 a month after the end of the trial period.
The intuitive app has an in-built library with over 50 easy-to-customize and ready-made charts for your data stories.

In the coming section, we’ll take you through how to use ChartExpo in your Excel to create an employee engagement survey results presentation?

You don’t want to miss this!

This section will use a Likert Chart to display insights into the table below.

Questions	Scale	Responses
Do you receive constructive feedback from your manager?	1	324
Do you receive constructive feedback from your manager?	2	176
Do you receive constructive feedback from your manager?	3	230
Do you receive constructive feedback from your manager?	4	270
Do you receive constructive feedback from your manager?	5	0
Does your team participate to complete your tasks?	1	138
Does your team participate to complete your tasks?	2	186
Does your team participate to complete your tasks?	3	176
Does your team participate to complete your tasks?	4	230
Does your team participate to complete your tasks?	5	270
Do you see positive career growth in this organization?	1	0
Do you see positive career growth in this organization?	2	138
Do you see positive career growth in this organization?	3	186
Do you see positive career growth in this organization?	4	176
Do you see positive career growth in this organization?	5	500
Do you feel favoritism isn’t an issue in the organization?	1	5
Do you feel favoritism isn’t an issue in the organization?	2	100
Do you feel favoritism isn’t an issue in the organization?	3	146
Do you feel favoritism isn’t an issue in the organization?	4	116
Do you feel favoritism isn’t an issue in the organization?	5	420

To install ChartExpo into your Excel, click this link .

Open the worksheet and click the Insert button to access the My Apps option .

Select ChartExpo add-in and click the Insert button .

Once ChartExpo is loaded, you will see a list of charts.

In this case, look for “ Likert Scale Chart ” in the Search Box in the list as shown below.

Select the sheet holding your data and click the Create Chart from Selection button, as shown below.

Check out the final chart below.

How to Create Employee Engagement Survey Results Presentation

Over 50% of staff in the company in question are committed to achieving strategic goals.
68% of employees do not feel favoritism is an issue in the organization.
Only 27% of employees receive constructive feedback from their managers.

Elements of an Employee Engagement Survey Results Presentation

Confidential.

Most employee engagement surveys protect the identity of the individual employee and aggregate data for a full, company-wide view.

Confidentiality clauses can help your employees respond openly and honestly, thus increasing response rates.

Learning Platform for the Leadership

It’s not always easy to uncover issues within your organization, let alone solve them.

An employee engagement survey results presentation gives reliable insights into what is engaging (and disengaging) in the workforce.

Comprehensive

Employee engagement surveys should accurately measure all elements of commitment at department, team, and organizational levels.

Give Employees a Voice

Giving your staff a voice is an important part of boosting engagement at the workplace.

Surveys provide employees with the opportunity to share their opinions and be heard by the top management.

Surveys are much easier to distribute, complete, collect, and analyze feedback. Add in user-friendly survey technology and your feedback efforts will sky-rocket further.

In the coming section, we’ll address the pros of conducting employee engagement surveys.

Pros of Conducting Employee Engagement Surveys

A well-conducted employee engagement survey results presentation can reveal a great deal of information about the level of commitment and satisfaction at the workplace.

Besides, the top management can use the survey to rejuvenate productivity.

Remember, your responsiveness to employee feedback leads to

Higher retention rates
Lower absenteeism
Improved productivity
Better customer service
Higher employee morale

Conducting a survey can send a positive signal to employees that their opinions are treasured and valued. In addition, you can gain insights into issues affecting their departments or business units.

Employee Engagement Survey Best Practices

Check out the best practices to follow when creating an employee engagement survey:

To create a compelling employee engagement survey results presentation, you’ve got to ask for more.

The point of surveys is to listen and learn from your employees. Yes, you read that right.

Some questions require more contextual information. So, asking more closed-ended questions gives you more feedback. Besides, polling your employees more frequently can help you stay up-to-date on changes in perceptions.

Keep the Questions Simple

If a question appears to be too long or complicated, break it into multiple units to get clearer responses. This can help you in getting more segregated analytics reports.

Open-Ended Questions Vs Close-Ended Questions

While designing an employee engagement survey results presentation, keep a systematic balance between using open-ended and closed-ended questions.

Closed-ended questions can help you get quantitative feedback. On the other hand, open-ended questions can lead to qualitative feedback.

Incorporate both question types to get a well-rounded picture of your employees’ engagement.

Take Your Survey for a Spin:

Once you’ve designed your employee engagement survey results presentation, send it to your colleagues or friends for feedback. How to craft an employee engagement survey results presentation chart in Excel should never be an Achilles’ heel for you.

What is regarded as a good engagement survey result?

Tracking the level of engagement is vital in determining the commitment of your workforce to achieving your strategic business goals.

A ‘good’ engagement survey result is anything above 50%.

Should employee survey results be shared with employees?

Yes, employee engagement survey results presentation should be shared with everyone in the organization. And this is because it makes everyone feel valued and part of the family.

Employees should not be denied access to their sentiments and opinions towards the company.

Analyzing employee engagement survey data is one of the most complex and time-consuming tasks.

Likert Scale Chart is one of the many charts, tailor-made specifically to help your business extract actionable insights from employee’s engagement survey data without consuming much time.

It turns out you don’t have to ditch your Excel in favor of other costly tools in the market.

So, what’s the solution?

We recommend you install third-party apps, such as ChartExpo, to access ready-to-use employee engagement survey results presentation charts, such as the Likert Scale.

ChartExpo is an add-in for Excel that’s loaded with insightful and ready-to-go employee engagement survey results presentation charts. You don’t need programming or coding skills to use ChartExpo.

You can export your insightful, easy-to-read, and intuitive charts in JPEG, PDF, SVG, and PNG formats.
The easy-to-use app has an in-built library with over 50 easy-to-customize and ready-made charts for your data stories.

Sign up for a 7-day free trial today to access ready-made employee engagement survey charts that are easy to interpret and visually appealing to your target audience.

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Employee Survey Results PowerPoint Presentation Slide

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The Employee Survey Results PowerPoint Presentation Slide is a powerful tool designed to help organizations effectively communicate and share feedback gathered from employee surveys. This professionally designed slide template allows users to present key findings, trends, and insights obtained from employee feedback in a visually appealing and easy-to-understand format.

With a clean and modern layout, this slide template includes various data visualization elements such as charts, graphs, and infographics that can be easily customized to suit the specific needs of the presentation. Whether it’s showcasing overall satisfaction levels, identifying areas for improvement, or highlighting employee engagement scores, this slide template provides a comprehensive overview of survey results that can be shared with stakeholders, management teams, or employees.

Key features of the Employee Survey Results PowerPoint Presentation Slide include: – Fully editable design elements: Easily customize colors, fonts, and layout to match brand guidelines or presentation themes. – Data visualization options: Choose from a variety of charts, graphs, and infographics to effectively display survey results and trends. – Easy to use: Simply insert survey data into the placeholders provided and adjust as needed to create a professional-looking presentation. – Versatile: Suitable for various types of employee surveys, including satisfaction surveys, engagement surveys, or feedback surveys. – Time-saving: Eliminates the need to create complex slide layouts from scratch, allowing users to focus on delivering impactful survey results.

In conclusion, the Employee Survey Results PowerPoint Presentation Slide offers a convenient and visually engaging way to present and analyze employee survey data. With its user-friendly features and customizable design elements, this slide template is an essential tool for HR professionals, managers, or consultants looking to effectively communicate survey findings and drive positive change within their organizations.

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Employee survey results PowerPoint Presentation Templates and Google Slides

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Survey Results Of Poor Human Resource Communication Employee Engagement HR Strategy At Organization Infographics PDF

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Survey Results Of Healthcare Employees Training Program Microsoft PDF

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Analyze Employee Engagement Survey Results Post Strategy Implementation Introduction PDF

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Analyzing And Improving Staff Work Satisfaction Evaluate Employee Engagement Survey Results Pictures PDF

Highlighting The Employee Satisfaction Survey Results Introduction PDF

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Summary Of Business Employee Satisfaction Survey Results Survey SS

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Employee Retention Statistical Survey Results Infographics Pdf

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Top 12 Tips for Presenting Employee Survey Results

The undertaking of developing and presenting an executive summary of employee survey results can be an overwhelming task. For many who work in people analytics, HR, or business insights, executive presentations may be the most visible and potentially influential work they do, yet a background in research doesn’t always provide the necessary information that will set up a presentation to be a success. This post will cover tips gathered from over a decade of working with executives and board members at many of the world’s top companies.

How to Approach Your Executive Presentation

Be clear about your purpose. The purpose of effective business research is to enable leaders to make more informed decisions with greater speed and confidence. It is not to make us look smart, kill as many trees as possible with thick slide decks, or use data to advance any personal agenda we might have. Effective research and the resulting executive presentation will focus on understanding and meeting the needs of the audience. If we look smart in the process, that’s just a bonus.
Know your audience. Understand their priorities, personality, and appetite for data. Some leadership teams will only want the highlights where others will not be satisfied with anything less than a deep dive into the data. Aligning the presentation with the audience’s needs will ensure their expectations are met, and they’re able to gain the most benefit from the time and information.
Appreciate context. Context is key. Data is objective. It is only in context can we apply any kind of meaning to the data. It is also important to understand that while we often have access to mountains of data in the form of survey results, business metrics, and employee records, the audience also comes equipped with their own data. There may be other quantitative metrics they care about, but they also come with qualitative data, including things they’ve seen, heard, and experienced in their roles leading the organization. We do not have a complete picture of reality. They do not have a complete picture of reality. The truth of any situation is often a blend of our different perceptions.
Remember the slides are not the presentation. The slides as supporting evidence that backs up the presentation. The observations and dialogue, which are firmly grounded in the data, are more powerful than the specific data on the slide. Focus on the additional value you will add in the moment to create more impact than what could be delivered through a static set of slides. Speaker notes are a helpful tool where observations or statements can stay without being visible on the slide. With practice, it will feel more like a conversation about the data than those presentations we’ve all sat through where it feels like someone is just dictating everything on the slide.
Answer the important questions. There are an endless number of research questions, but the three big questions to ask and answer in any executive presentation are 1.) What does the data tell us?; 2.) Why does it matter?; and 3.) What can and should be done in response? The third question is the most important and most often overlooked. It is also the most important distinction between academic research and business research. Academic research seeks to identify new knowledge and opportunities for further research. Business research seeks to solve a business problem or address a management dilemma. This work is valuable when it leads to actions that are rooted in data-based insight.
Suspend judgment. Another way to think of this is to stay very close to the data. It can be tempting to make a statement about a “good score” or “bad score” but those words bring judgment. It’s often more factually accurate to say a score is above or below an external benchmark. As you review both observations included in slides and those you plan to deliver during the presentation, constantly ask yourself, “How do I know this?” If the point is not clearly rooted in the data and supported by evidence, it is better to leave it out.
Engage emotion. Remember that we are inherently emotional beings. We often make decisions at an emotional level first, and we only justify those ideas rationally after the fact. When you are presenting, understand that the data often represents both the victories and challenges experienced within the organization. Help the audience move beyond cold data and use it to paint a picture of the lived employee experience. A well-placed pause that allows the audience to sit and reflect on an important data point helps those ideas land rather than rushing through the entire presentation.
Use visualization. Data visualization helps people process quantitative data quickly and easily, but this kind of visualization is different. When we encourage our audience to visualize the impact of data that represents some aspect of the employee experience, it enables them to connect beyond scores and appreciate the role they play in impacting meaningful change. Visualization makes the scores and experiences real. An example would be a statement like, “You can imagine how someone that does not believe the company cares about their health and well-being would be less likely to recommend the company as a great place to work,” when discussing a statistically significant correlation between well-being and employee engagement.
Create consistency with connections. As you move through the results, the presentation should not feel like a set of disconnected slides or random points of data. Instead, if you’re talking about strengths within their data, remind them if one of the highest scoring items also scores well above external benchmarks. Or if a scaled item about teamwork improved significantly from the prior year, you may be able to remind them that “collaborative” was among the top descriptors of culture in employees’ own works. As you work through the data, maintain their attention and focus by highlighting important connections within the data. In quantitative research this is called “triangulation” where multiple data points serve to bring greater clarity to a point. We can also think of it as identifying the golden threat that we pull through the presentation to create consistency and make the ultimate conclusions that much more impactful.
Resist the urge to go negative. Many leadership teams are primed to jump right to the low scores, metrics that have declined, or areas to which the company scores below benchmark. These are often teams that see themselves as problem solvers and they want to get right to the point. However, it is also important to acknowledge and help them appreciate the strengths present in their company. Those strengths are often required to address any current barriers to engagement. Therefore, by giving them the credit they deserve, we can help them build the anticipation of success and come up with more elegant solutions rather than jumping right to opportunities for improvement and trying to fix them with brute force. While it has been less common in my experience, some leadership teams see themselves as being “good news only.” If that is the case, it will be important to help them create balance where they also understand current limitations and avoid the rose-colored glasses. Low scores or disengagement are never the problem. They are symptoms of the problem, and ignoring them tends to only make things worse over time. The key is finding balance where we help leaders embrace a learning and growth mindset that recognizes strengths while also boldly addressing challenges.
Guide the process of discovery. The audience should be seen as active participants in the presentation. This makes virtual presentations more challenging, but learn to read the room. If people are leaning in and seeking to understand a particularly data-dense slide, provide the time and space they need to process before moving on. Use points in the presentation to ask the audience for initial reactions, or share anything they saw that didn’t match their expectations. Encouraging them to discuss the results in real time allows them to better understand what they’re learning and creates opportunities for them to make their own discoveries. When the audience owns a discovery, they will be more likely to implement that new knowledge into their work because that discovery took place in the context of their prior knowledge and experience.
Finish strong. Research shows how influential endings are in shaping our memory of an event. Structure the presentation to end on a high note or even better, lead them to draw their own powerful conclusions. Revisit the three key questions about what the data tells us, why it matters, and use the ending as a way for them to determine and commit to next steps rooted in the data. The real value in this work does not live in the slides or data we present – it’s in the actions leaders take as a direct result of the process of guided discovery.

Now, You’re Ready to Share Your Employee Survey Results

There’s often an inclination to let the data speak for itself, but presenting employee survey results to executives requires more than that. If you use the 12 tips listed above and prepare for your audience, your presentation will be a success. Additionally, working with a partner like Perceptyx that can help analyze the data and prepare a summary presentation is a great way to ensure great insights and actionable plans from your survey results. For more information on how Perceptyx helps clients implement a comprehensive employee listening program, schedule a demo today.

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Interactive Presentation

Survey Result Presentation - Ultimate Guide to Practice in 2024

Astrid Tran • 20 August, 2024 • 6 min read

Are you looking for a new way to create an effective survey result presentation ? Check out the best guide with 4 how-to-steps with AhaSlides!

When it comes to surveying result presentation, people are thinking of combining all survey results into a ppt and presenting it to their boss.

However, reporting your survey results to your boss can be a challenging task, it starts with your survey design, understanding the survey's goals to achieve, what you have to cover up, what are important findings, or filtering irrelevant and trivia feedback, and put them into a presentation in a limited time for presenting.

All the process is pretty time and effort-consuming, but there is a way of dealing with the problem, by understanding the essence of a survey and a survey result presentation, you absolutely can deliver an impressive presentation to your upper managerial level.

Tips for Better Engagement

Types of Presentation
Methods of Data Presentation

What is a Survey Result Presentation?

Literally, a survey result presentation is using a visual way to describe survey results to get deeper insight into a topic, it can be a PPT report of findings and discussion of the employee satisfaction survey, customer satisfaction survey, training and course evaluation survey, market research, and more.

There is no limitation to survey topics and presentation survey questions.

Each survey will have a goal to achieve, and the survey result presentation is the final step of evaluating whether these goals are achieved, and what organization can learn and make improvements from these results.

Benefits of Having a Survey Result Presentation

Though your boss and your partners can easily download or print survey reports in PDF, it is necessary to have a presentation as not many of them have enough time to read through hundreds of pages of words.

Having a survey result presentation is beneficial as it can help people quickly get useful information about survey findings, provide collaborative time for teams to discuss and solve the problem during survey conducting, or bring better decision-making and actions.

Moreover, the design of the presentation of survey results with graphics, bullet points, and images can capture an audience’s attention and follow the logic of a presentation. It is more flexible to be updated and edited even during the presentation when you want to note your executives' ideas and opinions.

🎉 Lean to use an idea board to collect opinions better!

How do You Set up a Survey Result Presentation?

How to present survey results in a report? In this part, you will be given some best tips for completing a survey result presentation that everyone has to recognize and appreciate your work. But before that make sure you know the difference between academic survey research and business survey research, so you will know what is vital to say, what your audience wants to know, and more.

Focus on numbers

Put numbers in perspective, for example, whether "15 per cent" is a lot or a little in your context by using proper comparison. And, round up your number if possible. As it's probably not compulsory for your audience to know whether your growth is 20.17% or 20% in terms of presentation and rounded numbers are much easier to memorize.

Using visual elements

The number can be annoying if people cannot understand the story behind them. Charts, graphs, and illustrations,... are the most important part of displaying data effectively in the presentation, especially for reporting survey results. When constructing a chart or graph, make the findings as easy to read as possible. Limit the number of line segments and text alternatives.

Analysis of qualitative data

An ideal survey will collect both quantitative and qualitative data. In-depth details of findings are significant for the audience to get insight into the root of the problem. But, how to convert and interpret qualitative data efficiently without losing its first meaning and, at the same time, avoid boring.

When you want to focus on spotlighting open-ended responses with texts, you can consider leveraging text analysis to enable you to do this. When you put keywords into a word cloud , your audience can quickly grab important points, which can facilitate generating innovative ideas.

Use an interactive survey tool

How long does it take you to create a survey, collect, analyze, and traditionally report data? Why don't use an interactive survey to lessen your workload and enhance productivity? With AhaSlides , you can customize polls , and different types of questions such as spinner wheel , rating scale , online quiz creator , word clouds >, live Q&A ,... with real-time result data updates. You also can access their result analytics with a lively bar, chart, line...

Survey Questions For Survey Result Presentation

Which kind of food do you want to have in the company's canteen?
Does your supervisor, or someone at work, seem to care about you when you meet difficulty?
What is the best part of your work?
What are your favourite company trips?
Are the managers approachable and fair in treatment?
What part of the company do you think should be improved?
Do you like participating in company training?
Do you enjoy team-building activities?
What is your goal in your career in the next 5 years?
Do you want to commit to the company in the next 5 years?
Do you know anyone who is a victim of harassment in our company?
Do you believe that there is an equal opportunity for personal career growth and development within the company?
Is your team a source of motivation for you to do your best at the job?
Which retirement compensation plan do you prefer?

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The Bottom Line

It is a huge mistake to let the data speak for itself as presenting survey results to executives requires more than that. Using the above tips and working with a partner like AhaSlides can help you save time, human resources and budget by creating data visualization and summarising key points.

Get ready to present your results. Sign up for AhaSlides immediately to explore a noble way to perform the best survey result presentation.

Frequently Asked Questions

What is a survey result presentation.

A survey result presentation uses a visual way to describe survey results to get deeper insight into a topic, it can be a PPT report of findings and discussion of the employee satisfaction survey, customer satisfaction survey, training and course evaluation survey, market research, and more.

Why use a survey result presentation?

There are four benefits to using this type of presentation (1) share your findings with a wider audience, (2) get feedback directly after presenting findings, (3) make a persuasive argument (4) educate your audience with their feedback.

Astrid Tran

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A Complete Guide to Employee Engagement Survey Analysis

Employee Engagement Survey Analysis Header Image

What is employee engagement and why is it important?

What is the goal of employee engagement survey analysis?

What are the challenges of analyzing employee surveys, how to analyze employee engagement survey results, 1. start by designing your survey well, here are some examples of effective survey questions:.

I feel inspired and motivated by the vision of the organization
I have everything I need to perform well in my role
I know what I need to do to be successful at work
Do you get excited about going to work?
Would you recommend working at this organization to your personal network?
Do you enjoy working with your team?
Are you happy with the compensation and benefits you currently receive?

2. Set clear goals

What do you want to learn?
What results do you hope to collect?
What is the ultimate driving force behind the survey?
Why is this important to our organization and employees?
What didn’t work last time?
How can we do things more effectively this time?
Are there any questions we included previously that we want to use again?
Are there any questions we should eliminate?

3. Quantify the data

4. Segment your data

5. identify patterns and trends, 6. complement quantitative data with qualitative data, 7. connect employee engagement to business outcomes, 8. benchmark your results.

How did we perform this quarter compared to last quarter? How has the level of engagement changed?
How are other organizations performing with regards to employee engagement levels?
Is our turnover rate high or low for our industry?

9. Visualize the results

Line charts
Call-out graphics

10. Review results with managers and take action

Employee engagement survey analysis is a powerful tool for your organization.

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Employee Engagement Survey Report

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With a color combination of yellow, black, and white that could be easily customized to meet your requirements, this report template for an employee satisfaction survey is ideal for illustrating the feedback from employees in terms of motivation and engagement for your company. Customize the bar charts, pie charts, and tables, add your logo, and make it your own. It's free.

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Employee Satisfaction Survey Results

Apr 06, 2019

1.18k likes | 2.42k Views

Employee Satisfaction Survey Results. Employee Satisfaction Survey Results. Survey Sections Job Responsibilities Management Company Environment Received 33 Responses out of 38 Employees. Employee Satisfaction Survey Results. Job Responsibilities Section.

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Employee Satisfaction Survey Results • Survey Sections • Job Responsibilities • Management • Company Environment • Received 33 Responses out of 38 Employees

Employee Satisfaction Survey Results • Job Responsibilities Section

I know what is expected of me at work

I feel the freedom to “think outside the box”

I am fairly compensated

I have the equipment/materials/resources I need in order to perform my job to the best of my ability

My assignments are clearly explained

I feel rushed to ensure that I meet deadlines

I feel like I do not get enough to do

I have opportunities to learn things outside my specific job

I receive feedback that helps my improve my performance

Comments • I seem to get responsibilities without being told, very hard to create a priority list • We have made progress as it relates to the equipment and materials. Would like to attend training courses. • Performance reviews are not consistently handled company-wide. Every review should have positives and future goals/areas for improvement.

Comments • Compensation ok, but likely a little under the industry average. • Our ideas are seldom used. Always need time and then forgotten until it’s too late again. Equipment and resources need updating to meet technology advances in the industry. We have zero feedback knowing what we do well and what we struggle with.

Comments • Hope to see a yearly raise and bonus if the company is doing well. Would also like to be recognized for additional tasks given throughout the year. Raises should be based on performance. • Incessant pressure in this environment is not beneficial. You don’t get quality software or documented, supportable products. Results now is being traded for issues down the road, or after shipment. Ideas are too grand with what labor force is capable of or willing to do around here.

Comments • I think the wages could be elevated to reflect the amount of work people do. • I feel we are taking steps to streamline the parts/inventor process and hopefully that will lead to more productivity and fewer headaches. As far as the level of pay goes, I think that everyone wants to make more money that’s just life. For now I feel fairly compensated but would like to earn more as my job responsibilities increase.

Comments • I feel I am compensated well; however, when additional responsibilities are taken on that should be considered. • I am comfortable with where I am at compensation wise but I sometimes think that with all the extra responsibility that is usually added I may be worth more. Bottom line, people feel they should make more.

Comments • I have too many hats to wear. • There are areas where I could use more equipment and/or resources. Bottom line, it is my responsibility to justify the need for them. We are all in the mind set of doing things as efficiently and inexpensively as possible. For me sometimes, I believe that train of thought overshadows the fact that more resources may be more efficient than doing more with what you have.

Comments • I do feel rushed to meet deadlines. Most of the time, these deadlines are one that are created by me. They are often set with a lot of thought being put into the fact that usually there is a gap between when a project can comfortably be completed and what is best for cash flow or budgeting time. The other thing that happens frequently is one project will be started and because of what happens on the sales or service end dictates that something else has become more important. It becomes a scheduling nightmare and makes it hard to stay on schedule and not feel constantly rushed.

Employee Satisfaction Survey Results • Management Section

I feel that I can talk to my manager about matters which concern me

My manager stays up-to-date on what I am working on and what I have completed

I am complimented and given constructive criticism

I feel that my manager doesn’t understand exactly what I do on a daily basis

Other managers within the company know who I am and understand my job responsibilities

Comments • I do things for several departments. Sometimes accounting doesn’t see it that way. • I feel guilty about taking up my manager’s time (because he is so busy) talking about my concerns or questions. • Other managers within the company know who I am. I don’t believe others understand what all my job entails. • We are never complimented verbally. A thank you goes a long way. Only time we have department meetings is when we get reprimanded.

Comments • Compliments are received and well taken but constructive criticism does not take place. I think managers just need to make sure they are doing both, doesn’t have to be equal but constructive criticism should take place at least once per year. • Manager knows in general what I do on a daily basis but probably not exactly what I do. • I am still fairly new here, I am still learning what everyone’s job is and who is in charge of what. Overall, I have been very pleased with the level of support from the management.

Comments • I can’t keep doing the job of what I feel the service department or techs were hired to do. I am getting worn out. There is too much ignorance regarding electrical things and on programming or software things. I have actual engineering stuff to do and I can’t keep pulling it off. Electrical is too wide of a title but that’s what everyone thinks I am. • I feel I have a good working relationship with my manager. I have no problem going to him with issues that arise. I do believe at times that he does not know exactly what I do on a daily basis, but in my position he relies on me to take care of things that need to be addressed without him having to be involved.

Employee Satisfaction Survey Results • Company Environment Section

I get along with my co-workers

I like where I work - Yes • I enjoy the challenge. My coworkers usually react to issues and problems in a professional manner. • Automatän allows for a great deal of independent growth. The company challenges individuals to do better than their best. • I like the way I am treated.

I like where I work - Yes • I am inspired with challenges everyday. • I enjoy working as a team but also taking control of a sales call and working it to close. Automatän allows me to be every part of a business transaction. • My coworkers, the vacation and holiday package, family orientated company, and flexible schedule with issues/events arise. • I enjoy my coworkers.

I like where I work - Yes • Dynamic company. Leadership is forward thinking. • I think I get along with everyone and that makes everything run smooth. • I like making things and working with my hands. • We have great potential. Love our holiday and vacation package… huge perk! • I like the freedom of doing my job in the means of my own way and programs.

I like where I work - Yes • I am trusted by management and allowed to do what I need to do to successfully accomplish my responsibilities. • The potluck lunches are great! • I love working here, great people. Great products, the company feels as if it is moving in the right direction providing marketable product lines.

I like where I work - Yes • Working on the GS has been fun and I am learning some new concepts. • The company is very family oriented. • Good working environment. • Challenged on a daily basis; work with up-to-date technology. • Custom machinery, new product development.

I like where I work - Yes • I really enjoy the team atmosphere of Automatän and the level of communication between all departments and management. • It is a good place to work overall. A few things could be better but not bad. • I like where I work because of the things I do and the people I work with. • I am challenged and have been given several opportunities to grow. The flexibility, people, and working environment.

I like where I work - Yes • I enjoy the opportunity to succeed, support my family and customers at a company that is forward thinking. • Good communication between departments. Good atmosphere. • Excellent learning experiences. Every day is something new.

I like where I work - Yes • I think Automatän is a quality place to work. We are focused on what has to be done to keep improving the company as a whole. We have a ways to go in a lot of areas that can make things better. I enjoy the challenge of finding ways to make this happen. I believe we have a close knit group of really good employees who are dedicated to their jobs and the company. Things are not perfect, but that is also part of the challenge to keep improving.

I like where I work - No • Project scheduling on every major project. Things are sold before accurate price/timeline can be created. Development time never given for features that sales just has to have but that the machine does not yet do. Too few building windows. • At times the focus of the company seems to be more on making a profit than taking care of their customers or employees.

I like where I work - No • I feel overwhelmed and pressured with deadlines. • Lately, it seems a lot of people have been on edge with no outlet for their feelings. • I don’t feel I am being used to the best of my ability. I want a challenge. • I feel there is zero chance of moving up the ladder.

I like where I work - No • Would prefer less unnecessary communication in open areas. It does impact productivity of others. • People pass things off then don’t follow up on them. • Robots, bad attitudes, and disorganization. • Too high of demand in production schedule for newer equipment.

I feel my opinions and ideas are listened to

Automatän is focused on its customers’ needs

Automatän praises or rewards those who put forth an outstanding effort

People are held accountable for the quality of work they produce

I am consistently informed of what is going on within the company

I understand how my work directly contributes to the overall success of the organization

I am proud to work for Automatän

Comments • I feel there is a need for additional staffing in a couple of areas (Customer Service, Purchasing and Parts).

What is your #1 Complaint • I would like to see us get more complete and concrete information about projects, before we start designing. We could reduce the amount of rework. Too much time is spent redesigning components because of a major layout change. If we could gather accurate information on a customer’s machine/layout early in the design process it would minimize rework, redesign and second guessing.

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Top 10 Employee Survey Results Presentation Templates with ...
Template 9: Employee Satisfaction Survey Results Presentation Design Template. This template is designed to help organizations visually present the findings of employee satisfaction surveys. It highlights the essential staff satisfaction metrics like employee net promoter score, employee turnover rate, and productivity and profitability. Thus ...
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Survey results from open-ended questions can be super useful in presentations, too. Showing what your respondents had to say in Customer Feedback Surveys, for example, can really drive your point home. Consider whether a graph could accurately measure this experience: " We had a great time at the restaurant. The wine was fabulous and our ...
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Turn survey results into a presentation with Jotform Report Builder. If you're worried about keeping track of all the best practices above, let Jotform's Report Builder do the hard work for you. Jotform Report Builder automatically turns your Jotform survey responses into beautiful, professional reports. Restaurant Evaluation Survey.
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The topics discussed in these slides are satisfaction survey result, employee age breakdown, employee turnover rate, employee absenteeism, employee status, employee gender split. This is a completely editable PowerPoint presentation and is available for immediate download. Download now and impress your audience. Slide 1 of 2.
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Template 6: Employee Feedback Survey Results to Assess Team Engagement. Present your survey findings in an appealing and elegant manner with the aid of this one-page PPT theme. Use it to create the environment necessary to create discussion and reorient conversation within your corporate spaces.
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The Employee Survey Results PowerPoint Presentation Slide is a powerful tool designed to help organizations effectively communicate and share feedback gathered from employee surveys. This professionally designed slide template allows users to present key findings, trends, and insights obtained from employee feedback in a visually appealing and easy-to-understand format. With a clean and modern ...
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Presenting evaluation scale showing employee satisfaction survey results ppt powerpoint presentation file show pdf to dispense important information. This template comprises six stages. It also presents valuable insights into the topics including evaluation scale showing employee satisfaction survey results. This is a completely customizable ...
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The undertaking of developing and presenting an executive summary of employee survey results can be an overwhelming task. For many who work in people analytics, HR, or business insights, executive presentations may be the most visible and potentially influential work they do, yet a background in research doesn't always provide the necessary information that will set up a presentation to be a ...
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7. Video Presentations: Dynamic Engagement. For a truly dynamic presentation, consider creating video content that incorporates survey data. You can blend survey insights with interviews of respondents and visual elements. Videos add a compelling dimension to your presentation, making it engaging and memorable.
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