Welcome to


...a series of tips to help you build business success through employee satisfaction and organizational culture

Tips 11-20

Articles adapted from Natalie Wickham

Tip 21: Let software do the heavy lifting

HR has a lot on their plate without the added burden of survey administration and reporting. Survey software can help you spend more time driving positive change. By working with a survey partner, you'll have the added benefits of confidentiality, efficiency, survey design expertise, and robust analytics.

Tip 22: Address the results quickly

You should commit to sharing survey results with the entire organization as soon as you can make sense of them. Send a "thanks for participating" email within 24 hours. Then send a much more detailed announcement with overview results within 30 days.

Tip 23: Get everyone involved

All employees should be invited to be a part of the post-survey process. Action shouldn't rest solely on the shoulders of leaders and managers.


Tip 24: Ask for feedback on your survey initiative

When your next survey rolls around, be sure to gather feedback on how the first one went.

Here are some items you can include to gauge effectiveness:

  • Senior leadership is committed to responding to the results of this survey.
  • My manager shared the results of the last survey with our team.
  • Our team developed action plans to address issues raised by the last survey's results.
  • I noticed positive change as a result of the last survey.

Tip 25: Get buy-in

Buy-in starts with leadership, but that’s not where it ends. Managers and employees are also critical to a successful employee engagement strategy. To drive buy-in, start with the benefit. How will the program benefit leaders? Managers? Employees? Customize your message and always be selling.

Tip 26: Train your people

You can’t expect employees to figure out a new engagement strategy on their own. If you’re introducing a new survey tool or process, be sure to train employees and managers.

Tip 27: Make sure you're actually measuring engagement

You might be using surveys to collect feedback, but that doesn't mean you're actually measuring engagement. Your survey methods need to be research-backed and proven effective.

Tip 28: Keep the survey focused on employee engagement

Survey around what matters most. Focus on actionable survey items that are directly related to engagement, such as career development, manager effectiveness, and team dynamics. Don't survey on every topic under the sun. The last thing you want is for "survey fatigue" to disengage employees.

Tip 29: Communication is key

Communication is critical to successful implementation and adoption of performance tools. Employees need to understand the what, where, when, why, and how. Communicate before, during, and after the launch of each tool or feature. And if you think you’ve communicated enough, you probably haven’t.

Tip 30: Insist on a single solution

Choose a solution that allows employees to access everything they need in one place. This will decrease hassle and increase usage. Bonus if it connects with your survey software.