Determining the optimal forum for communicating results really depends upon the organization's culture and size, as well any pertinent time constraints. Results can be disseminated via an executive report or presentation on an organization's intranet, an employee newsletter, departmental and/or organizational presentations, posters placed in common employee areas, etc. Again, the forum in which results are communicated is inconsequential, what's important is that results are promptly communicated and properly understood.

Some organizations view the task of sharing results as daunting, but that need not be the case. The following list outlines the information to communicate with regard to survey results:

• A brief reminder of the survey purpose.
• The overall response rate (Was the volume of participation record setting? Comparable to previous years?)
• The dimension-level results for the entire organization as a whole. (Typically surveys include items measuring several different dimensions, such as Teamwork, Quality, or Work/Life Balance). Be sure to communicate both positive and negative dimension-level results.
• A few areas most in need of improvement at the organizational-level (e.g., enhance employee learning and development)
• A brief description of next steps (e.g.,"Employee focus groups will be conducted to determine the source of comparatively low ratings and generate action plans for continuous improvement").