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TALMETRIX.COM
10 Must-Dos to Support Your
Employee Engagement Survey
The Essential
Guide to Survey
Communication
Presented by
This guide is intended for
communication, employee
engagement and employee
experience professionals who
are considering an employee
engagement survey.
If you’re investing time and
resources in an employee
engagement survey, do NOT
overlook communication.
It's a mistake to assume that
employees will jump at the
chance to provide feedback on
their experience.
Do the legwork to
get employees invested in the
process.
Here are 10 communication
considerations to ensure a
successful survey project.
10
Goals1
What is the
purpose of the
survey?
Is there a specific
employee
experience you are
seeking to
improve?
How do you plan
to use the
feedback?
What does success
look like (i.e.,
metrics like a
participation goal)?
Confirm the goal of the
employee engagment survey
Audience2
Determine who will be
taking the survey
A SEGMENT OF
THE EMPLOYEE
POPULATION
THE WHOLE
POPULATION
Choose based on how you plan to take
action on the feedback.
If surveying a segment of your
population, how will you choose?
PERCENTAGE
OF THE
POPULATION
CERTAIN
DIVISION OR
LOCATION?
AMOUNT OF
TENURE
OTHER
SEGMENT?
What is the
profile of the
survey taker?
Language?
Literacy requirements?
Work schedule impact
PAPER ONLINE
How will participants take
the survey?
IN-PERSON
If electronic,
where can they
take it?
Only at work?
Mobile devices?
Personal (non-
company) devices?
If on paper...
How will you tabulate
results?
Will you need survey
events with proctors?
How will you ensure
confidentiality?
How will you ensure
duplicates aren't
submitted?
How does the paper
process impact
your overall timing?
Action
Plan3
What is the plan to take
action on the survey
results?
The answer will set the tone of your
messaging so you can set appropriate
expectations
What will the survey
influence?
How many business changes will
be undertaken as a result?
Is there a budget for these
changes?
Who will lead the change efforts?
How will you prioritize the
actionable feedback?
What happens to the other
feedback?
Survey
Questions4
Approve (or at least
influence) the survey
questions
As a employee experience professional, you
will be more familiar with how certain
questions will be perceived by employees and
can provide valuable input.
Request to review the survey
questions and try to
influence the team to:
Choose only items that are actionable
Use simple wording
Use as few questions as possible
Incentives5
Create an incentive to
increase participation
The communication will be more
engaging and the participation
rates will increase with an
appropriate incentive.
Whether it’s a chance prize or
bragging rights, It’s always
easier to get employees to
communicate if there are prizes.
Which incentive will be
effective for your
organization?
FOOD
TEAM INCENTIVE
CASH PRIZES
EVENTS
GIFT CARDS
Branding6
Works alongside
your company or
HR brand
Create a
theme/tagline
that aligns with
the survey's
purpose
Try to create a
brand that you can
use for several
years
Use common
elements to give a
branded look and
feel to your survey
effort
Create a brand for your survey
materials
Messaging7
Plan the messages
you'll communicate
Alleviate concerns around
confidentiality
Who’s sponsoring the survey
Why the survey is being
conducted
What will happen as a result of
the survey
How and when you’ll
communicate results
Leadership
Buy-in8
Get leadership onboard
PROJECT
APPROACH
SUMMARY
DESCRIBE
THEIR ROLE
REQUEST
FOR
SUPPORT
TALKING
POINTS
Keep leadership informed
MESSAGES TO
BE CASCADED
POST-SURVEY
RESULTS &
ACTION PLANS
DASHBOARDS
DURING THE
SURVEY
PERIOD
Communication9
Get creative and deploy a
number of communication
methods
PRINT ELECTRONIC
COMMUNICATE!
SOCIAL
Posters
Banners
Flyers
Table Tents
Email
Intranet articles
web
banners
Employee
ambassadors
Affiliate groups
Enterprise social
media
GROUND GAME OTHER METHODS
COMMUNICATE!
MANAGER
COMMUNICATION
PEER-TO-PEER
COMMUNICATION
ONSITE EVENTS
PRESENTATIONS
Follow-Up10
Keep the effort going
Provide follow-up communication
immediately after the survey period
closes
Take action based on the feedback
you received -- and communicate it
Ready to get started?
Talmetrix is the convergence of two
words: Talent and Metrics.
We can help you gather employee
feedback and unique workforce insights
in order to drive business outcomes.
What's more, you're not on your own!
Our service model puts the heavy-lifting
on us and not on you!
Employee Communication Best Practices
Employee Communication Best Practices
Employee Communication Best Practices

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Employee Communication Best Practices

  • 1. TALMETRIX.COM 10 Must-Dos to Support Your Employee Engagement Survey The Essential Guide to Survey Communication
  • 3. This guide is intended for communication, employee engagement and employee experience professionals who are considering an employee engagement survey.
  • 4. If you’re investing time and resources in an employee engagement survey, do NOT overlook communication.
  • 5. It's a mistake to assume that employees will jump at the chance to provide feedback on their experience. Do the legwork to get employees invested in the process.
  • 6. Here are 10 communication considerations to ensure a successful survey project. 10
  • 8. What is the purpose of the survey? Is there a specific employee experience you are seeking to improve? How do you plan to use the feedback? What does success look like (i.e., metrics like a participation goal)? Confirm the goal of the employee engagment survey
  • 10. Determine who will be taking the survey A SEGMENT OF THE EMPLOYEE POPULATION THE WHOLE POPULATION Choose based on how you plan to take action on the feedback.
  • 11. If surveying a segment of your population, how will you choose? PERCENTAGE OF THE POPULATION CERTAIN DIVISION OR LOCATION? AMOUNT OF TENURE OTHER SEGMENT?
  • 12. What is the profile of the survey taker? Language? Literacy requirements? Work schedule impact
  • 13. PAPER ONLINE How will participants take the survey? IN-PERSON
  • 14. If electronic, where can they take it? Only at work? Mobile devices? Personal (non- company) devices?
  • 15. If on paper... How will you tabulate results? Will you need survey events with proctors? How will you ensure confidentiality? How will you ensure duplicates aren't submitted? How does the paper process impact your overall timing?
  • 17. What is the plan to take action on the survey results? The answer will set the tone of your messaging so you can set appropriate expectations
  • 18. What will the survey influence? How many business changes will be undertaken as a result? Is there a budget for these changes? Who will lead the change efforts? How will you prioritize the actionable feedback? What happens to the other feedback?
  • 20. Approve (or at least influence) the survey questions As a employee experience professional, you will be more familiar with how certain questions will be perceived by employees and can provide valuable input.
  • 21. Request to review the survey questions and try to influence the team to: Choose only items that are actionable Use simple wording Use as few questions as possible
  • 23. Create an incentive to increase participation The communication will be more engaging and the participation rates will increase with an appropriate incentive. Whether it’s a chance prize or bragging rights, It’s always easier to get employees to communicate if there are prizes.
  • 24. Which incentive will be effective for your organization? FOOD TEAM INCENTIVE CASH PRIZES EVENTS GIFT CARDS
  • 26. Works alongside your company or HR brand Create a theme/tagline that aligns with the survey's purpose Try to create a brand that you can use for several years Use common elements to give a branded look and feel to your survey effort Create a brand for your survey materials
  • 28. Plan the messages you'll communicate Alleviate concerns around confidentiality Who’s sponsoring the survey Why the survey is being conducted What will happen as a result of the survey How and when you’ll communicate results
  • 30. Get leadership onboard PROJECT APPROACH SUMMARY DESCRIBE THEIR ROLE REQUEST FOR SUPPORT TALKING POINTS
  • 31. Keep leadership informed MESSAGES TO BE CASCADED POST-SURVEY RESULTS & ACTION PLANS DASHBOARDS DURING THE SURVEY PERIOD
  • 33. Get creative and deploy a number of communication methods
  • 34. PRINT ELECTRONIC COMMUNICATE! SOCIAL Posters Banners Flyers Table Tents Email Intranet articles web banners Employee ambassadors Affiliate groups Enterprise social media
  • 35. GROUND GAME OTHER METHODS COMMUNICATE! MANAGER COMMUNICATION PEER-TO-PEER COMMUNICATION ONSITE EVENTS PRESENTATIONS
  • 37. Keep the effort going Provide follow-up communication immediately after the survey period closes Take action based on the feedback you received -- and communicate it
  • 38. Ready to get started? Talmetrix is the convergence of two words: Talent and Metrics. We can help you gather employee feedback and unique workforce insights in order to drive business outcomes. What's more, you're not on your own! Our service model puts the heavy-lifting on us and not on you!
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