|
Pre
Survey
|
During
the
Survey
|
Post
Survey
|
Between
Surveys
|
|
Objectives of the survey,
rationale for the survey and how the results will be fed back
|
Reminder of the objectives
and assurance that action will be taken
|
Thank employees for
participating
|
Highlight and recognize
successful examples of action planning
|
|
Use an independent,
third-party agency for data collection
|
Assurance that individual
surveys cannot be seen
|
|
|
|
Timing of the data collection
|
Regular reminders and a
notice of when the survey completion period will end
|
Final response rate
(Company wide vs. Business Units/Divisions)
|
Recognize the
contributions of teams and individuals to the action planning process
|
|
Senior management
commitment to the survey
|
How the results will be
acted upon
|
Detail on how employees
should get involved in the improvement action planning process
|
Senior management
endorsement and support of the final action plan/survey outcomes
|
|
Importance of getting a
good response rate so that all employee opinions are heard
|
Update on current
response rate
|
Local results and local
improvement action planning
|
Detailed plans for the
next survey
|
|
Importance of
participation
|
Reinforce the importance
of participation
|
Provide top-level summary
results
|
Highlight any areas where
action cannot be taken and the reasons for this
|
|
Methodology to be used
(online vs. paper-based or some combination)
|
How employees can
participate and what employees should do if having problems accessing or
completing the survey
|
Reminder of the action
planning process
|
Highlight the impact of
action planning on customer service and business performance
|
|
Assurance that the study
will protect anonymity and preserve confidentiality
|
Reinforce anonymity and
confidentiality of the results
|
|
|
