Move from employee feedback to focused action
Employees do not expect every issue to change at once. They do expect leaders to acknowledge what they heard, choose a few priorities and communicate what happens next.
Why action stalls
- Results arrive without a clear story
- Leaders choose too many priorities
- Managers are unsure what is within their control
- Plans are not assigned or revisited
- Employees do not hear what changed
A practical action process
- Interpret the result in context.
- Choose a small number of priorities.
- Define what success would look like.
- Assign ownership and next steps.
- Equip managers for team conversations.
- Communicate back and revisit progress.
Support for different levels
Executives
Set enterprise priorities and remove barriers.
HR
Guide the process and provide tools.
Managers
Discuss team results and choose local actions.
Action Planning in Compass (beta)
Give each priority an owner and a review point
Where the module is enabled, managers choose from plan templates written by organizational psychologists and matched to their results, set milestones and owners, and HR can see progress across teams.
Tell employees what was heard, what will be addressed and what cannot be changed right away.
Common questions
What reporting and support are included?
Every project includes platform reporting. Interpretation, presentations and action-planning support depend on the services you choose.
How is confidentiality protected?
Engagement and onboarding survey results are reported in aggregate. Groups with fewer than five respondents are not reported on their own.
How are results reported?
Reporting covers usable views of results, relevant comparisons, comment analysis and expert interpretation.