Welcome

With the release of your employee engagement survey results, managers need to be able to view, understand and act on the results for their area. This guide contains information, templates and tips to help you understand employee engagement, your survey results and how to meet your survey action planning responsibilities.

Defining Your Responsibilities

Each manager who did receive a report for their area(s) is responsible for the following:

1. Reviewing results

2. Sharing results with employees

3. Working with their team to prepare action plans to address “local” issues - those within their control

4. Making recommendations to address broader issues

5. Reviewing action plans with their own immediate manager or HR member(s)

6. Implementing action plans

7. Communicating action plan progress to employees and immediate manager on an on-going basis (at least semi-annually)

What This Guide Contains

To help you complete these tasks, this guide contains the following sections:

• An introduction to employee engagement.

• Understanding Your Results.

• Sharing Your Results - Best practices for sharing the results with your team.

• Focus Groups - Purpose and How to Guide.

• Action Planning - Once the results have been shared, you will need to work with your team to create and implement an action plan to address the issues and opportunities raised. This section provides templates and discusses best practices for this process.

Report Confidentiality

Not every manager in the organization will receive results for their specific area of responsibility. Any department, division, branch, work unit, etc., that had fewer than five (5) respondents to the survey will not receive a report. This is the necessary cut-off number to protect the confidentiality of respondents. If you did not receive your survey results, this is the most likely reason.