Category: Action Planning

Organizations can say all kinds of things without uttering a single word. One of the most perilous is leadership’s big silent hush following an employee survey. That quiet inaction can be a real killer.
The whole purpose behind surveying is to uncover information for future action planning. According to Jelke Bethlehem’s discussion paper, The Rise of Survey Sampling, earliest accounts of statistical gathering date back to ancient Babylonian times. You’d think, we’d have learned how to act on data by now. Unfortunately, that’s not always the case.
Don’t ask questions if your organization isn’t ready to hear the answers. And definitely don’t ask questions if your organization isn’t prepared to make plans and take action.
Numerous employee engagement studies show a lack of survey follow-up is one of the biggest mistakes organizations make. Employees need to know their opinions matter and expect to see management act on survey results. Putting survey results on the back burner or disregarding them all together leaves employees stewing over why they even bothered. That deafening silence is organizational self-sabotage.

TalentMap recommends a cyclical continuous improvement framework for employee engagement vis-à-vis surveys, action plans, and implementation. It’s about following basic steps: communicating results, focusing efforts on just a few priorities, working with employees to develop your action plan, implementing, and monitoring. If all is working as it should, in about 18 to 24 months it should be time to measure outcomes and repeat the process.

Six Savvy Action Plans to Increase Engagement Through Professional Growth

Professional growth is a joint effort – with inputs both from the employee and their employer. So the truth is that individuals and organizations have a lot to gain from committing resources and energy into managing careers. 1. Start career development on day one. Introduce a robust on-boarding program that integrates new hires into their […]

Plan for Engagement Survey Action Planning Difficulties

Surveying your employees is one thing. Acting on results is another. The difficulty of employee engagement survey action planning might come as a surprise. It takes a champion or three to make it happen. A good many champions of employee engagement have wrestled with some of the best oppositional managers. These naysayers are everywhere. Getting management […]

Engagement Survey Follow-up Actions Speak Louder Than Words

Organizations can say all kinds of things without uttering a single word. One of the most perilous is leadership’s big silent hush following an employee feedback survey. That quiet inaction can be a real killer. The whole purpose behind polling is to uncover information for future action planning. Earliest accounts of statistical gathering date back […]

Employee Engagement Action Planning: ‘Quick Wins’ That Can be Implemented After Your Survey

Your organization must identify its priorities for action, and it should also identify some simple and effective changes the organization can make quickly. This way, your company can demonstrate to employees that it is committed to acting on the survey results and that change is possible, positive, and going to happen. To identify employee engagement […]

Building Better Buy-in from the Bottom Up

Three Post-Survey Action Planning Tactics There’s no universal solution when it comes to post-survey action planning. Essentially tactics fall into three distinct categories. Many organizations have success mixing methods. Choosing the right approach depends on your organization’s corporate culture, leadership style, the abilities of your different managers and a compendium of other circumstances. 1.Strategic Breakthrough […]