> For the complete documentation index, see [llms.txt](https://docs.talentmap.com/knowledge-base/llms.txt). Markdown versions of documentation pages are available by appending `.md` to page URLs; this page is available as [Markdown](https://docs.talentmap.com/knowledge-base/step-7-communicate-and-take-action/action-planning-in-compass/guidance-page.md).

# Guidance Page

The Guidance page is the first thing managers and executives see when they open Action Planning. It provides step-by-step instructions configured by your HR administrator to walk you through the action planning process.

{% hint style="info" %}
**Beta feature.** Action Planning is currently available as a beta release. Features and interface details may change as we refine the experience.
{% endhint %}

***

### What you see as a manager

The Guidance page displays numbered steps walking you through the action planning workflow. A typical setup includes:

1. **Welcome** — Overview of what action planning is and why it matters.
2. **Review your results** — Directions to check the Results page for strengths and opportunities.
3. **Choose your action plans** — How to select from the template library (with specific plan recommendations).
4. **Work through your milestones** — How to assign owners, set dates, and build momentum.
5. **Track your progress** — How to use the Status page for ongoing check-ins.

Your HR administrator customizes this content to match your organization's language and priorities.

<figure><img src="/files/PnyWkIMEl6E6InB8KWi6" alt=""><figcaption></figcaption></figure>

***

### Configuring Guidance content (HR administrators)

You write and manage Guidance content in **Setup** > **Guidance** tab.

1. Navigate to **Actions** > **Setup**.
2. Click the **Guidance** tab.
3. Click **EDITING** to enter edit mode.
4. Add or update each numbered step with a title and rich-text description.
5. Click the checkmark to save your changes.

You can reference specific action plan templates by name, link to the Results page, and customize language to match your organization's culture.

<figure><img src="/files/cZaioxMWhR7FUMjDsbOj" alt=""><figcaption></figcaption></figure>

{% hint style="info" %}
**Keep it concise.** 4-6 steps work best. Managers are more likely to follow through when guidance is clear and focused.
{% endhint %}

## Guidance Content Template

#### Step 1: Welcome to Employee Survey Action Planning

Your survey results are in. This module walks you through turning them into focused action. You don't need to address everything. Pick one or two areas, commit to specific steps, and follow through.

#### Step 2: Review your results

Head to the Results tab to see where your team stands. You'll see your strengths and your biggest opportunities compared to benchmark. Start with the opportunities, these are the areas where focused effort will have the most impact.

#### Step 3: Choose your action plans

Go to the Plans tab where we have already created a company wide action plan. We recommend selecting a plan for one or two of your opportunity areas. Each plan includes concrete milestones you can work through with your team. One well-executed plan beats five that stall out.

{% hint style="info" %}
This step is highly customizable. If your consultant has pre-assigned plans, reference them by name. If execs and/or managers will browse the library themselves, adjust to: "Go to the Plans tab to browse action plan templates. We recommend selecting a plan for one or two of your opportunity areas."
{% endhint %}

#### Step 4: Work through your milestones

Each plan breaks down into specific steps. Assign owners, set target dates, and start with the first milestone. Early momentum matters more than a perfect plan, so aim to take your first action within two weeks.

#### Step 5: Track your progress

Use the Status tab to see how your plans are progressing. Check in at least once a month and update your milestones. If something isn't working, adjust it. The goal isn't to complete a checklist, it's to create a change your team actually feels.

<br>


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