TalentMap | Knowledge Base
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  • Getting Started
  • STEP 1: PREPARE FOR ACTION
    • Executive Driven Survey Overview
    • Timelines and Deliverables
    • Schedule a Meeting with your Consultant or Project Manager
    • Stategic Assessment Session
    • Prepare for Action FAQ
      • Who will be responsible for different aspects of the project?
      • What kind of support can we expect during each phase of the survey process?
      • What are the recommended timelines for various project phases?
      • When should we schedule the questionnaire design call?
      • What kind of access will we have to the online reporting tool?
  • STEP 2: DEVELOP QUESTIONNAIRE
    • Questionnaire Design
      • TalentMap Employee Engagement Questionnaire
      • 5-Point Rating Scale
      • Response Scale From Strongly Disagree to Strongly Agree
      • Length of an Employee Engagement Questionnaire
      • Determining Areas of Importance
      • Employee Net Promoter Score
    • Questionnaire FAQ
      • Can we customize the standard questionnaire?
      • How can we incorporate our specific themes or categories into the survey?
      • Can we add questions about our organization's mission, vision or strategic plans?
      • Which benchmark should we choose?
      • How do I sign off on a survey?
      • What is the difference between engagement and satisfaction?
      • Where should we place demographic questions?
      • Will the survey questions change in the future?
      • When you use the term “we” in the questionnaire, who does this refer to?
      • Can we change the scale so that Strongly Disagree is the last option?
  • STEP 3: PRE-SURVEY COMMUNICATION & SETUP
    • Participant Information File
      • Change Date of Birth and Length of Service to Ranges
    • Email Whitelisting
      • Compass Email Whitelisting (DIY)
    • Survey Communications
      • Comprehensive Guide To Survey Communications
      • Pre-Survey Email Communication Package
      • Promotional Posters
      • Employee Info Sheets
      • Engagement Survey Invitation Email
      • Exit Survey Invitation Email
      • Entry Survey Invitation Email
      • PIN Survey Invitation Email
    • Response Rate Strategies
    • Pre-Survey FAQ
      • Is the survey confidential?
      • How can we effectively communicate the survey to our employees?
      • How long should the survey be open?
      • Can I make changes to my PIF?
      • What methods are available for survey distribution?
      • Should we include new employees in our survey?
      • Should we survey contract or term employees?
      • What languages are available for communications material?
      • How long does it take to program my survey?
      • Are there standard invitations for Pulse surveys?
      • Why am I getting invalid entries in my import log?
  • STEP 4: DEPLOY EMPLOYEE SURVEY
    • Monitor Response Rates
    • Survey Live FAQ
      • How often are survey response rates updated?
      • Can I save my responses and complete the survey later?
      • Can responses be changed once submitted?
      • Can I extend my survey?
      • My survey link is not working what do I do?
      • We had bouncebacks, can you send the survey to them immediately?
      • What reports will our organization have access to?
  • STEP 5: ANALYZE, INTERPRET & REPORT
    • Compass Reports
      • General
        • Filter Data
        • Bulk Export
      • Snapshot
        • Webpage
          • Snapshot Report Overview
          • Sort Data
          • Compare to Overall
          • Compare to Other
          • Hide Benchmark and / or Previous Period
        • Export to PowerPoint
          • Export Response Rate
          • Export Lookup / Lookdown
          • Export Heatmap
          • Export Key Driver Analysis
          • Export AI Comment Summaries
        • Export to Excel
      • Heatmap
        • Heatmap Overview
        • Heatmap Previous Period
      • Comments
        • Comments Overview
        • AI Comment Analysis
          • Ask Comment Questions
          • Comment Summary & Suggestions
          • Search Comments by Meaning
        • Comment Settings
          • Hide Words & Phrases
            • Import Hidden Words or Phrases
          • Comment Dimension Score
          • Sentiment Analysis
          • Minimum Words & Random Sample
          • Auto-Translate
        • Word Cloud
          • Word Cloud Overview
          • Word Cloud Settings
          • Import Stop Words
        • Export to Excel
        • How to Handle and Distribute Verbatim Comments
        • FAQ
          • How should disclosure of employee comments be handled?
          • Who has access to comments in Compass?
          • How is AI data handled?
      • Insights
      • Correlations
      • Prepare Reports for Senior Leadership
      • Reporting FAQ
        • How should I analyze the survey results?
        • What is key driver analysis?
        • What is Pearson correlation?
        • What size group is required to do driver analysis?
        • Why do some scores total over 100%?
        • What is the purpose of the neutral option?
        • What is the minimum participation percentage to achieve statistically valid results?
        • Should we focus on dimensions with low scores?
        • How does report filter confidentiality work?
        • Can I turn off the confidentiality similarity warning message?
        • Can I filter by questions in the survey?
    • Compass Admin
      • Results
        • General
          • Enable Results for Reporting
          • Edit Demographic Report Labels
          • Update a Survey Title
        • Participants
          • Edit Participant Information
          • Remove Participant(s) From an Email Campaign
        • Survey Items
          • Customize Survey Items
          • Convert a Survey Item into a Demographic Filter
        • Benchmarks
        • Previous Period
        • Snapshot Customization
        • Dashboard Editor
        • Assign Access
      • Users
        • Permissions
        • Add a User
        • Log In with Microsoft Account
        • Assign Restricted User to a Report
  • STEP 6: DISCUSS, CLARIFY & PLAN
    • TalentMap Reports
      • Scouting Report
      • HR Preview
      • Executive Presentation
      • Additional Presentations
      • TalentMap Report FAQ
        • What’s the difference between a preview and a final executive presentation?
        • High satisfaction vs low engagement (or vis versa)?
    • Post-Survey Consulting Services
    • Focus Groups
      • Conduct a Focus Group
      • Focus Group Invitation Email - Template
    • Management Resources
      • Improve Diversity & Inclusion in the Workplace
      • 360 Leadership
      • Employee Onboarding
      • Stay Interviews
      • Exit Interviews
      • One-on-One Meetings
  • STEP 7: COMMUNICATE & TAKE ACTION
    • Communicating Results
      • Constructive Strategies for Leaders with Low Scores
    • Action Planning
      • Organization vs. Leadership Action Plans
        • Pitfalls to Avoid When Action Planning for Senior Leaders and Managers
      • Develop an Action Plan
      • Create Action Teams, Documentation and Implementation
    • Action Planning Resources
      • Before You Start
        • Action Planning Quick Wins
        • 6 Steps to Successful Action Planning
        • Plan for Action Planning Difficulties
        • Proven Action Planning Tips
      • Tactical
        • How to Start Action Planning
        • Action Plan Framework Guide
        • Action Planning - How To Guide
        • Action Planning Checklist
        • Action Plan Template
        • 3 Post-Survey Action Planning Tactics
    • Action Plan Library
      • Compensation
        • Bonus Pay Or Incentives
        • Determining Fair Compensation
        • Total Rewards Packages
      • Customer Focus
        • Build Loyalty, Not Delight
        • Making Customer Feedback Work for You
        • Translating Competition into Improvement
      • Diversity & Inclusion
        • Employee Resource Groups
        • Mentoring Program
        • Multicultural Potluck
        • Sensitivity Training
      • Growth & Development
        • Develop Cross-Training Programs
        • Implementing Job Shadowing Programs
        • Increase / Improve Training
        • Instituting Regular Career Pathing Conversations
        • Professional Development Plans
      • Immediate Management
        • Avoid Switch-Tracking When Given Feedback
        • Developing Emotional Intelligence
        • Fika: Creating Genuine Connections Over Coffee
        • The Pomodoro Technique
      • Information & Communication
        • BLUF Your Way to Better Communication
        • Stand Up for One Another
        • Want Better Groupwork? Talk Less
      • Innovation
        • Establishing Innovative Onboarding
        • HR Analytics
        • Mental Health Coaching
      • Mental Health
        • Lunch-n-learns
        • Stress Audit
        • The Canine-Colleague Culture Connection
        • Volunteer Program
      • My Role
        • Autonomy Advances the Workplace
      • Performance Feedback
        • Improved / Better Communications
        • Set Clear Goals
        • Utilize the Right Technology
      • Safety
        • Fitness Challenge
        • Health and Safety Committee
        • Health Fair
        • Kick the Sit Out of Work
      • Senior Leadership
        • Develop Empathy Superpowers
        • Embracing Change in Long-Term Thinking
        • Evangelizing Your Vision
        • Hosting a World Cafe Session
        • Increasing Visibility
        • Integrating Vision to Boost Engagement
        • Setting Ambitious and Realistic SMART Goals
        • Understanding Communication Styles
        • Use Storytelling to Share Your Vision
      • Systems & Resources
        • Investing in Technology
      • Teamwork
        • Clarifying Roles
        • Project Management Tools
        • Reward Excellent Teamwork
      • Work Environment
        • Adapting to Open Office Environments
      • Work/Life Balance
        • Enforced Digital Downtime
        • Flextime
        • Focus on Productivity Not Hours
  • DIY SURVEY DESIGN & DEPLOYMENT
    • Compass Questionnaire Design (DIY)
      • Getting Started (DIY)
        • Build a Survey
        • Style a Survey
        • Test a Survey
        • Pulse Survey Overview
        • Getting Started With Logic (Branching)
      • Compass Survey Design (DIY)
        • Build
          • Question Types
          • Add a Question
          • Require a Question
          • Add Text / Instruction
          • Page Title and Description
          • Copy & Paste
          • Reorder Questions
          • Reorder Pages
          • Copy a Survey
          • Skip Logic
          • Question Logic
          • Restore "Undo" a Question or Page
          • Textbox / Long Answer Character Limit
          • Post a Survey Link
          • Disable a Question
        • Style
          • Add Logo
          • Text Options
          • Preview Survey by Device or Language
          • Choose Respondent Interaction
          • Hide Progress Bar
          • Hide Page Titles, Descriptions, and Question Numbers
        • Test
          • Survey Diagnostics
          • Invite Others to Test
          • View Comments Made by Survey Testers
        • Tools
          • Rename a Survey Title
          • Text & Translations
            • Change Required Text, Messages, and More
            • Add Translation
            • Test Translation
            • Share A Translated Survey
            • Reuse Translations for Standard Messaging
        • Design FAQ
          • Why is there a red asterisk on my question?
          • How do I add or remove page breaks?
          • How can I design surveys to be more accessible?
          • Why is my question title and/or answer option blank?
          • Why Is the font for some of my survey questions different?
          • Why are the option buttons not displaying in my survey?
          • What is a thank you page?
    • Compass Survey Deployment (DIY)
      • Create an Email Campaign
      • Hide Unsubscribe Link
      • Upload Participants
      • Repeated Participant Email Upload
      • Add Reminder or Thank You Emails
      • Add Image to Email
      • Change Email Font
      • Test Email Campaign
      • Convert UTC Time
      • Resend a Survey Link
      • Source Tracking
      • Rename an Email Campaign
      • Close a Survey
  • GENERAL
    • FAQ
      • How do I escalate an issue?
      • When will I receive an invoice?
    • Product Updates
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      • 2023
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    • ISO 27001
      • Data Access Requests
      • Information Security News
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  • Responding to Change
  • Monitoring, Following Up, and Sustaining Change
  • End-to-end support

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  1. STEP 7: COMMUNICATE & TAKE ACTION
  2. Action Planning Resources
  3. Before You Start

Action Planning Quick Wins

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 action planning priorities, consider the following questions:

  1. What areas of improvement will result in the most strategic gains for the organization?

  2. Do any areas of improvement already align with the organization’s current strategic direction?

  3. Is the change being considered reasonably weighted between its positive impact and its cost to implement?

  4. Will the organization see a real change by investing the least amount of funds possible?

  5. Or will the change be very expensive and not do much to enhance engagement?

  6. Is the organization willing to deliver on what it is promising?

Here are a few examples of quick wins:

  • Arranging for all employees to meet one-on-one with their managers every two weeks so that they get the opportunity to be heard

  • Making room in the budget to invest in employee learning activities

  • Creating stronger onboarding processes to improve employee engagement for new employees

  • Having the CEO conduct systematic fireside chats or informal meetings with employees to discuss and clarify the mission, vision, and goals of the organization.

Responding to Change

Some people get uncomfortable about the very idea of change. Change can be scary and disruptive to work. But with the right approach and the right attitude, change presents a wealth of opportunities.

Making change is a challenge. Can you rise to the occasion? Instead of seeing an obstacle, think of it as an opportunity. Plus, when people are onboard with the new ideas, they’ll be more willing to support the change. Remember the following points to help transitions go more smoothly:

  • Be flexible: The better the organization and its employees can adapt to change, the greater your chances of being successful in the new situation. Perhaps certain processes are being adjusted or even scrapped altogether? Focusing on how the new processes build off of the familiar ones, and how they improve the workplace is helpful. Encourage employees to realize that this is an exciting learning opportunity and that the changes they make will have a big effect on the organization’s performance.

  • Learn from mistakes: If the organization is trying new things, expecting everything to go off without a hitch is not realistic. People make mistakes, and that’s okay. In organizations that embrace learning employees are encouraged to think about their decisions and actions, and then share any lessons they learn with others.

  • Celebrate success: Whenever you reach a goal, a milestone, or learn something new, celebrate it! All the effort involved in the survey process, action planning, and putting changes into action is a huge undertaking, so recognize the good work.

Monitoring, Following Up, and Sustaining Change

Your organization intends to make change that will last so that you’ll have better outcomes on the next engagement survey and improve the organization’s overall performance. Answering these questions will help keep your efforts on track:

  • Will the team benefit from the support of an objective third party? Bringing in an outside expert such as your survey partner can help to focus the group.

  • Does the plan detail the responsibilities and accountabilities for employees, management, and executives? Make sure accountabilities are clear.

  • Does the plan include a clear strategy for how to measure improvement and change?

  • If differences come up, how will the team reach a consensus?

  • Is every member of the team getting an equal opportunity to give input?

  • Has the organization identified benchmarks and set targets for surpassing those benchmarks?

  • Are you making reasonable promises (under-promising) with the intent to surpass expectations (over-deliver)?

  • Have you set clear goals for improvements?

  • Are the action plans aligned with your operations planning, budgeting, and personal goal-setting processes?

  • Are you committed to the model of: survey, analyze, take action, and repeat?

End-to-end support

Employee engagement is not a one-off project – it is an investment in the organization’s future success. But if you’re wondering how your busy organization will make time for this investment, you’ll likely benefit from a professional survey partner who will see the project through and make sure you have the tools to make it part of your regular practice. Full-serve consulting support gives the process credibility and gives you the most value.

When you choose to work with an experienced survey partner, you get the following benefits:

  • A proven survey instrument and an external benchmark against which survey results can be compared

  • Knowledge of best practices for the survey process and subsequent employee engagement

  • Post-survey support and experience in employee engagement action planning, so your team isn’t left scratching their heads, wondering what to do next

  • The know-how to keep the survey project on budget and moving on time

Knowing what to do with the survey results can be daunting but with end-to-end support, you won’t let any lag time creep in between doing the survey and taking concrete action. Getting support after the survey keeps the momentum going.

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Last updated 1 year ago

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