Employee Engagement

Post Survey Communications and Action Plan Checklist - MRA Sample

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Thank you at Survey Close - Employee Communication:

CEO/President/Owner provides "thank you" communication to employees for participating in the survey, the overall participation rate and next steps.

Thank You at Survey Close (MRA communication sample)

MRA analyst meets with Executive Team to discuss survey results and recommendations.

Executive Team reviews data reports for organization overall and data breakouts.

CEO/President/Owner provides "What to Expect" employee communication.

Survey Results: What to Expect (MRA communication sample)

Executive Team identifies improvement opportunities for the organization as a whole, noting relative importance, resources needed, owners and time commitment.

Prioritize issues into the following categories:

1. Items already being addressed.
2. Items to be dealt with immediately and directly.
3. Items to be dealt with over a period of time.
4. Items needing further study and consideration.
5. Items that will not be changed but are to be explained by leadership.

Recommendations Guide (MRA sample)

Executive Team appoints an action plan project manager with responsibility to ensure all levels follow through on the issues identified. This person does not own the process, but does facilitate the process.

CEO/President/Owner provides a general summary of positive and negative results to the leaders and describes the post-survey process steps. Leaders discuss their reactions to the data.

Typical Post Survey Process Steps:

• Leaders review data reports.
• Hold feedback and discussion sessions with employees.
• Create action plans and assignments.
• Provide progress reports.

Leaders of breakout groups collaborate to identify improvement opportunities for each breakout, noting relative importance, resources needed, owners and time commitment.

Prioritize issues into the following categories:

1. Items already being addressed.
2. Items to be dealt with immediately and directly.
3. Items to be dealt with over a period of time.
4. Items needing further study and consideration.
5. Items that will not be changed but are to be explained by leadership.

Recommendations Guide (MRA sample)

CEO/President/Owner provides a general summary of positive and negative results to employees and describes the post-survey process. This meeting is informational only (no commitment to actions yet), ideally delivered in-person, video, email, intranet, or newsletter if not in-person.

Employee Feedback Session Agenda (MRA sample)

Determine frequency of updates and discussion of action items among leadership team(s).

Determine frequency and method of updates to employees.

Group leaders develop action plans for their breakouts. Note: Where breakout groups are comprised of more than one team, leaders should collaborate.

Refer to the "Recommendations Guide(s)" you completed to develop action plans.

Develop action plan with timeline for each topic:

• Action plans should be specific, provide a clear picture of the topic, and how the topic will be addressed.
• Involve employees as much as possible.
• All items should be sent to the action plan project manager.

Action plan project manager and leaders develop a tracking and reporting system to ensure the identified issues are being resolved.

Involve employees as much as possible in plan implementation and communications.

Leaders provide Employee Feedback Session(s) informing employees of the progress being made on the identified issues.

Employee Feedback Session Agenda (MRA sample)

CEO/President/Owner provides Employee Feedback Session informing employees of the accomplishments made at company and breakout levels, showing willingness of leadership to use the results of the survey to improve the organization.

Accomplishments Session Agenda (MRA sample)

Conduct pulse surveys for feedback.

Conduct organizational assessment every 1 - 2 years; repeat survey to check progress on issues raised in previous survey.