Employee Engagement Strategy – Communications Plan

Employee Engagement Strategy

There are so many different questionnaires out there that companies are struggling with their engagement survey response rates. Improve yours with our ten step employee engagement strategy.

Engagement Survey Response Rates

After answering the question ‘what is a staff engagement survey?’ and discussing the hows and whys of engagement survey response rates we can begin to tackle the issue of improving results.

great{with}talent offers an implementation pack with their groundbreaking engagement surveys. As companies often use staff questionnaires year in and year out, the best way to improve engagement survey response rates is by refining the survey process.

From the beginning you need clearly defined objectives. An improved survey experience will engage users and keep them responding in future. great{with}talent advises ten steps to achieving this goal.

Step One – Communications Plan

A structured and comprehensive communications plan is critical to the success of the survey. You must have a clear awareness of what the project is trying to achieve, what is happening and when.

It is then important to clearly communicate this to all stakeholders in order to increase the buy-in of participants. More buy-in means a greater commitment to the process. People are therefore more likely to give honest and open feedback which means better outcomes for your organisation.

There are a number of stakeholders that need to be considered:

All will require high levels of communication before, during and after the survey. You can see examples of communications from each of these groups and if you prefer, there’s an example of how great{with}talent would communicate with your staff. The latter can promote the idea of anonymity with the employee surveys which can improve results.

By showing that higher members of staff are invested in the process, this will show employees that the results of the engagement survey will be taken seriously. Therefore they will, in turn, invest their time.

Move onto Step Two – Resource Allocation or see the Steps One Through Ten.

Contact great{with}talent and find out more about their TalentEngage employee engagement surveys.


(Main image from UKAS)

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