> For the complete documentation index, see [llms.txt](https://docs.xto10x.com/peoplecues/llms.txt). Markdown versions of documentation pages are available by appending `.md` to page URLs; this page is available as [Markdown](https://docs.xto10x.com/peoplecues/surveys/getting-started-on-surveys/engagement-admin-and-surveys/create-and-manage-surveys/templatized-survey-management/templatized-survey-results/what-to-do-next.md).

# What to do next?

The **Employee Satisfaction (ESAT)** score helps highlight the areas and departments within an organization that need focused attention. By pinpointing where employees are dissatisfied, HR teams can make informed decisions about where to intervene.

### **Why Red Scores Matter**

In the custom survey report, factors highlighted in **red** indicate critical concerns that require **immediate action**. These low scores signal declining employee satisfaction and must be addressed quickly to maintain overall organizational health.

**Example:**\
A custom survey evaluating the impact of COVID-19 on organizational health may reveal communication and support issues. If these are marked in red, HR should implement corrective actions immediately and follow up with another survey to assess improvement.

### **How to Identify Areas for Improvement**

The **Report Overview table** presents ESAT scores in a matrix format, and both the **vertical and horizontal axes** can be used to interpret areas of concern:

**1. Vertical Axis (Rows)**

If a row is marked red, it indicates a **company-wide issue** with a specific question or theme. This suggests that employees across departments share the same concern, and it should be addressed at an organizational level.

**2. Horizontal Axis (Columns)**

If a column is marked red, it suggests a **department-specific concern**. That particular manager’s team is likely contributing to the drop in overall satisfaction. This is where targeted actions can be taken by the relevant L1 leader.

### **Taking Action**

* Collaborate with other HR or department leaders to discuss the highlighted issues.
* Develop and implement specific action plans to address the red-flagged areas.
* Once interventions are in place, launch a follow-up survey to assess whether those changes are yielding positive results.