A Program Owner’s Guide to
The Learning and Engagement Action Platform
Engagement is an individual’s emotional commitment to their organization and its goals. It’s fueled by fit and satisfaction with one’s job, manager, team and organization.
The Action Center in the software will walk you through the tasks you’ll need to accomplish to ensure success!
Your managers have a dedicated resource page with all of the tools and templates they’ll need to take action as well.
Action Center Preview
Click through the gallery below to see the recommended actions at each stage.
1. Upload/Update Your Org Data
Make sure your org data is up to date with any new hires, departures, or team transfers. We strongly recommend providing additional demographics that will help you see your organization through a variety of lenses after your survey is complete.
2. Preview the Survey and Example Report
Learn what to expect with your Engagement Survey. Familiarize yourself with the survey questions and preview the example Team Report.
3. Schedule Your Survey
Your survey will run for two weeks. Schedule your survey with enough time before the Start Date to prepare your organization with readiness emails.
4. Send Readiness Emails
Send your managers and employees an announcement email about a week prior to your survey Start Date. We’ve prepared some templates (below) for you to use as a starting point.
1. Schedule Rehearsal Meeting with Your Consultant
Your consultant will help you understand the methodology and underlying science of your upcoming results. Together, you can walk through an example Executive Debrief presentation to prepare you and help you feel comfortable.
2. Monitor Survey Participation
Aim for a minimum completion of at least 65% for accurate results. The survey will send automatic reminders, but consider sending a personal email encouraging your employees to fill out the survey if you notice participation is low.
3. Close Survey
On/after your survey End Date, you must click the “Close Survey” button from your Survey Monitoring page before we can aggregate your results and develop your Organization Report and Team Reports.
1. Review Survey Insights & Send to Your Consultant
Review your insights and identify priority items to focus on. Don’t get caught up in your scores: instead, focus on the feelings, behaviors and experiences the numbers represent.
2. Prepare Your Executive Debrief Presentation
Download the Executive Debrief template and add in your survey results, strengths, blind spots and heat map. Work with your consultant to discuss the blind spots and add in Action Plans and any additional supporting information.
3. Schedule Session with Your Consultant
Work closely with your consultant to review your results and prepare your Executive Debrief presentation. Your consultant is there to answer any questions you may have and help you prepare your next steps and action plan.
4. Share Results with Your Executive Team
Share your Executive Debrief presentation with your executive team and discuss next steps. Gain alignment on the actions you want to focus on to drive meaningful change. It’s helpful to have your consultant there to field any questions and help you present your findings.
5. Debrief Managers and Distribute Team Reports
Teams and managers are important in helping you drive change within your organization. Share the survey results with managers and distribute their Team Reports. Communicate that after this meeting, its up to each manager to meet with their team and develop their own team-based action plans.
6. Schedule Workshop for Managers
Making managers better leaders is the fastest way to increase engagement and performance. The workshop will help your managers understand their Team Reports and start to take action. Your consultant can help you schedule this workshop.
7. Communicate to Your Organization
Share the results of the survey and the next steps you are planning to take. Be available to answer any questions from employees.
8. Start Taking Action!
Start to implement the action items you decided to focus on. Continue to check in, adjust, and align actions as necessary.
9. Reflect and Adjust
Are your actions moving the needle on engagement? Connect any positive changes back to employee feedback and the actions you took as a result of the survey. Identify where you need to adjust your approach and decide what to change.
How can you prepare for a successful Employee Experience Survey?
PI Employee Experience FAQ Sheet
Find answers to your questions about the Employee Experience Survey.
Recommended language for communicating to your organization.
Recommended language for communicating to the managers at your organization.
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