a) Why are we implementing an employee survey?
b) How do we intend to use the data?
c) What is our track record in taking action and communicating changes that resulted from previous surveys? (What value will employees get by participating?)
d) Are employee surveys linked to consequences for managers who influence certain aspects of satisfaction and engagement? If not, why?
e) What actions can we absolutely commit to after the results are in? (Focus groups, communication sessions, data availability to participants.)
a) Use a third party to manage/administer the survey.
b) Set a minimum number of employees for which data will be reported to avoid situations in which a participant from a small team is readily identified by demographic data.
c) Clearly communicate confidentiality parameters and commitments.
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