Employee Surveys Effective Implementation Strategies

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AN INTRODUCTION TO EMPLOYEE RESEARCH TECHNIQUES

Formalizing the Action Plan

Having identified the key improvement areas and prioritized the improvement actions, it is important to determine how they will be delivered. To achieve this goal, it is vitally important that this plan be fully documented and summarized so that everybody is aware of the content of the plan. This summary can then be used to review the progress of the plan as actions are taken as result of the plan.

The specific components of the plan should be as follows:

Area for improvement: What is the problem? What impact is it having on employees and customers? What is causing the problem?

What Needs to Happen: Specify the specific improvement action that is required to address the problem.

How It Will Happen: Specify the process and activities required as part of the improvement action.

Timelines: It is important to have a target date for completing the delivery of the action. This sets the focus that any target delivery date is realistic and achievable and it may be stretched if not met.

Action Owner: It is important for one person to be allocated ownership for the action. This does not necessarily mean that this person is solely responsible for the delivery of the action, but they are responsible for ensuring that the delivery does actually happen. Ownership for actions should be spread around the team so that no one person is overburdened.

Resources: Specify and determine what individual resources are required such as personnel, money, materials or support from other parts of the organization.

Improvement Targets: It is important to be able to determine whether improvement actions are having the desired effect by setting improvement targets. The survey can be used as a source for this by pulling out appropriate questions and setting targets for improving the results to these questions in the next survey. Also, keep in mind that survey data may not be your only data source for target setting and you should also consider using other HR data metrics and customer satisfaction data.

Method of Measurement: List the data sources that will provide the information needed for improvement targets.

Review Dates: Specify all of the dates when the improvement action will be reviewed.

Review of Progress: This step should be completed after each review to outline the progress made against the action.

Completion Date: The date when the action was finally completed.

Impact: Completed after the action has finally been delivered to define the impact and difference that the improvement action has made to employees, customers and the business overall.

Table of Contents

Introduction

Research Benefits

Types of Employee Research

Deciding on Methodology

Satisfaction Surveys

Planning for Employee Surveys

Web vs. Paper Surveys

Questionnaire Design

Survey Completion

Analysis and Reporting

Action Planning

Prioritizing Actions

Formalizing Action Plans

Reviewing Action Plans

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