EP. 139: How to Use Employee Survey Data to Improve Workplace Culture

Survey results don’t change culture. What leaders do with them does.

In this episode, Dr. Renee Thompson shares practical strategies for healthcare leaders navigating difficult survey results and uncertainty about the next steps. Drawing from her experience as a nurse manager, she explains why leaders often take poor feedback personally, how delayed communication erodes trust, and why teams disengage when surveys never lead to visible action. Renee outlines a clear approach for moving forward by sharing results early, focusing on five key metrics, involving staff in prioritizing improvements, and maintaining consistent communication to demonstrate progress. She also emphasizes that culture change cannot rest solely on leadership, because when staff are included in the solution, survey data becomes a powerful tool for trust, accountability, and meaningful improvement.

Tune in to learn how to turn survey results into action, rebuild trust, and empower your team to help create a healthier work culture.

About Dr. Renee Thompson:

Dr. Renee Thompson is a leading authority on creating healthy work cultures by eliminating bullying and incivility in healthcare. With more than 31 years of experience as a clinical nurse, educator, quality manager, and executive leader, she has become one of the most sought-after experts on workplace culture. As CEO and Founder of the Healthy Workforce Institute, Renee works with healthcare organizations worldwide to equip leaders with the tools they need to cultivate professional, respectful, and supportive teams.

Renee is a published author, award-winning speaker, and one of only 30 nurses worldwide to earn the Certified Speaking Professional designation. She also serves on The Joint Commission’s Workplace Violence Technical Advisory Panel and has been recognized globally for her thought leadership and advocacy.

What You’ll Learn In This Episode:

Healthcare leaders often take poor survey results personally, but the results should be used as objective data for action.

Delaying the sharing of survey results can create suspicion and damage trust among team members.

Staff lose confidence when they are asked to complete surveys but never see what changed because of their feedback.

Leaders should review survey results with their leadership team first, then share them with staff as early as possible.

Choosing five key metrics helps leaders focus on what matters most instead of becoming overwhelmed.

Visible progress updates through huddles, staff meetings, emails, and bulletin boards help rebuild trust.

Culture change is a shared responsibility, not a burden leaders should carry alone.

Links & Resources:

Connect with and follow Dr. Renee Thompson on LinkedIn.

Learn more about the Healthy Workforce Institute on their LinkedIn and website.

Trust Matters More than Ever - Book

Learn more about the Framework here!

Learn the 33 Scripts to Address Disruptive Behavior here!

Buy Renee Thompson’s book Enough! Eradicating Bullying & Incivility here!

Grab a copy of Renee Thompson’s book Do No Harm Applies to Nurses Too! here.

Learn more about the Eradicating Bullying & Incivility eLearning Program here!

Have a question for Renee?

Email us at wecare@healthyworkforceinstitute.com to have your leadership question featured in an upcoming Q&A episode!

Disclosure: The host may be compensated for linking to other sites or for sales of products we link to. As an Amazon Associate, Coffee Break earns from qualifying purchases.

Liked this episode? Rate, review, and share with your colleagues. Your support helps us reach more healthcare leaders working to create better work environments.