Now the fun begins. There'll be some buzz about participation rates, and you may want to encourage specific Managers to get their response rate up.
You'll probably want to review your results live, as surveys are being done, but we recommend you don't share the results initially as you'll want the results to be statistically significant before interpreting them. After the survey closes, it's time to analyze the results. We will usually review your first survey results with you to help educate you on how to get the most from the data, and also to give you insight into how similar companies to yours compare. We'll also give you some pointers for preparing that 'big presentation' to the exec team.
It's also time to decide who will have access to the reports, and how. Do you want to restrict the data by, say, Department? Who should get access to all the results? This is where the task of Demographic Design in Step 2 comes into play.
The most typical configuration for reports access is based on roles:
HR Managers: have access to all report types, all results (e.g. all departments and teams etc - everything!), including comments which are filterable by the Department (or equivalent) demographic
Execs / VPs / Directors: have access to their direct reports (where they have 5+ direct reports) and have access to their department / area. For example, the VP of engineering "John Smith" will be assigned access to the "Department: Engineering" Report and also the "Manager: John Smith" report. They will also be given access to comments at the department level.
Managers: have access to their direct reports (where they have 5+ direct reports) and if such a demographic exists - a "Team" (or equivalent) demographic. Often comments access is not provided to managers. Other configurations are possible, however, this is a recommended starting point.
You may prefer to issue all reports as PDFs or Excel spreadsheets manually, and not worry about letting people have a login to Culture Amp. This makes it easier for the recipients (they don't have to bother with setting passwords, etc), but harder for you to distribute the reports.
- Prepare your Post-Survey Comms email, thanking everyone for taking part, and perhaps sharing some early 'headline' results.
- Analyze the data and prepare a summary presentation, if required
- Consider adding a filter to the Comments report
- Set up reports to share with people so they can sign in and browse the data for their area. See Example of rolling out reports. If you have large volumes of people needing access, or very complex reporting requirements, you can use this import report sharing template and email to firstname.lastname@example.org. We can import this spreadsheet to setup your report sharing access, however please allow 3 business days to action.
- Prepare a communication to all people who have been given access, telling them how to set their password. Let them know who they can go to if they have questions about the reports.
The results from our recent survey are now available for you to review. Overall there are some interesting themes: List any themes here that you'd like to call out.
This should be anything that you particularly want your managers to take note of in their own reports. You have been given access to view results for your area.
To get started you'll need to configure your password. Please provide your email address on the following page to setup your access: Set my password
Once you've set up your password for the first time, you can sign in to Culture Amp using the Sign In link on Culture Amp's website: www.cultureamp.com.
If you have any questions, please contact us.
TIP: You can also trigger emails to users one person at a time using the 'Invite' link, however this is an automated system email with no information about your survey results.