Implementation Plan

Employee Engagement Survey

In order to implement an employee survey, you really need to have a plan and a timeline in place for every step of this process. This is important because it will maximize the efficiency and how effective the process is. Despite what you think, conducting the Proactive Insights survey is only one part of this entire process. This article will walk you through all of the phases that you need to have for this process to make it as effective as possible.


Phase 1: Preparation

You really need to prepare for the survey. This phase may take anywhere between 1 to 3 weeks. This is when you will start working on the implementation plan. This plan includes determining the roles and the schedules for during the employee survey and afterwards. Everyone in HR and management should be in agreement about the schedule for the survey and communicating the details of with employees. Finally, there should be communications that are sent out to the employees on the process of this survey and the benefits they will get from this survey.


Phase 2: Conducting the Proactive Insights Survey

This phase can last anywhere between 2 and 3 weeks. Remember, you self-administer the Proactive Insights survey process (unless you hire Proactive Insights). Usually, a designate from HR takes on the survey administrator role. In this phase, HR will begin the survey and monitor the participation of the survey. They will also help by answering any questions that the employee may have. HR will end out any reminder emails that may be necessary, to let employees know that the survey is still open and why it benefits them to participate. If there is a low response rate, you may need to consider extending the deadline for the survey.


Phase 3: Reviewing the Results and Discussing Them

This phase can potentially take a month to complete. The HR team and any consultants (you may wish to hire Proactive Insights) on staff from this purpose will look very closely at the data and evaluate it in order to come up with a plan for management. Focus will be on excellence and opportunities. Everyone in this group will work on what implementations are a priority and the roles and schedules for implementations. The entire management staff will work with HR to discuss areas that need improvement and any plans that are in place to make these improvements.


Phase 4: The Action Phase

The action phase is an ongoing one to help you work towards your goals for improvement. In this phase, the action plan will be defined and communicated to everyone, which will ultimately lead to this plan’s implementation. It is crucial that all employees know the details of this plan and how it benefits them. There should be open communication during this phase, especially when a big milestone has been met. When you feel the improvements have been made, you can repeat the process again to see where you can make further improvements. You want to ensure that you have the best company possible and employee engagement surveys are an important part of this. Continuing this process will ensure that you are catching any potential problems before they worsen and help you to make your company even better.