Be gradual

Too much information at once can be overwhelming. There should be a cadence plan similar to pre-survey comms, starting high-level and reaching the most detail.

Multi-channel

People like to be communicated with in different ways, and multi-channel messaging can help enhance awareness & understanding e.g. in person / meetings, newsletters, emails, social channel posts, manager cascading, videos.

First things first

Thank people for their feedback ASAP, share why it's beneficial that they took part. Relay top level info, as this will keep momentum going (we recommend e.g. response rate, overall score, happiness/engagement split, maybe highest and lowest scores, # of comments etc). Letting people know you appreciate their participation, and giving them a clear indication that you are committed to sharing feedback is essential for sustained engagement.

The order of things

Include the Leadership Team in conversation early - make sure they know results before they are communicated more widely, so they are prepared for any difficult questions.

Video dissemination

Customers have seen that videos of key stakeholders / leaders discussing results & next steps land well - this demonstrates buy-in at a high level and reassures your employees that something will absolutely be done with the feedback.

Empower managers

By sharing their result breakdowns with them (e.g. using our downloadable system reports). Book in follow up time with them to discuss the results, taking a coaching approach to action plan together. What went well & what do they want to continue doing / share success with team. What actions can they commit to to improve certain areas. Do we have any targets for next time? Make sure to discuss RRs here too. Try to get them to stick to only minimal areas of focus.

Company-wide & localised actions

Make sure holistic all-company actions are communicated, and clarify that localised action plans are underway too - give timescales where possible for the further cascade of this localise information and equip managers with the tools and confidence to do this (e.g. using the Knowledge Hub, plus sessions above). Try not to cross over these 'macro' actions with area-specific actions - minimise doubling up on work. Are there any areas where you could 'pilot' actions and use our system to spotlight progress?

Deep dive surveys

Certain areas may have been highlighted as lower scoring and you may want to plan a follow up survey, and communicate at least a rough timeline for feedback touchpoints moving forward. Consider workshops with certain areas if you feel you need more context / to better understand their feedback.

Follow-up

Arrange follow ups with managers and area leads, to check in on progress and ensure people continue to be accountable for their results and actions.