Post Survey Action Planning - Your Guide

Imagine, you conduct surveys and focus group discussions with employees to understand their key issues leading to their disengagement with the organization. With the overwhelming amount of data, the effort needed for insight gathering, planning & leadership alignment, you feel stuck & delay acting on it. Your employees will feel resentful with each passing day of inaction.

Employees don’t get sick of surveys, they rather get sick of inaction. When meaningful changes aren’t visible & communicated to employees, they lack trust in the process. Why take part in the future surveys when nothing seems to have moved from the last time.

So what’s next after you have gathered the data?

• Understand: This is arguably the most important step in the whole process of driving cultural change. Understanding the insights from gathered survey data provides direction for areas of focus for the organization. Identifying the themes that require management’s attention can be simplified by levering smart analytical tools like Revvi. Further, deep dive into department & geography level insights is critical before you get down to writing action items.

• Share: Communicating the insights to leaders and team managers is important for getting the required business perspective and briefing them on their respective roles. The HR function can facilitate the discussion, but managers need to take the lead in sensitizing the teams and delivering the change.

• Prioritize: As the actionable list can be huge and overwhelming, prioritization is required to identify the key opportunity areas based on the impact, effort, and ease of execution.

• Plan: Having the plan of action after you have narrowed it down to top priority action items is important for keeping track of the entire product. A planning sheet can involve the timelines, milestones, and stakeholder details. A digital planning sheet can help you maintain the status tracking during the project lifecycle and provide real-time visibility to all stakeholders.

• Act: We started this article by highlighting the criticality of acting and having the employees have clear visibility of the organization's actions. This requires the creativity of HR teams and collaboration from the business manager. You can choose to make the activities gamified or incentivized for getting higher participation. The important step here is to associate the activity with your cultural themes or organizational values.

• Measure: This is potentially the most neglected, yet highly important step. You might or might not have involved employees (the end consumers of your activities and events) while planning. The anticipated impact of conducting the activities has played an important role in your prioritization framework, but has it actually delivered that impact? Taking review and feedback from employees on the same can actually help you close the loop. Whether an activity was successful or not is important while planning future initiatives. Customized platforms like Revvi allow tracking this seamlessly.

So there you have it, step-wise guidance on what to do post conducting employee surveys or pulse checks. Make sure to check out Revvi and book a free demo to know more.