A simple addition you can make to any follow up survey (where you are tracking changes after a previous survey) is an Action Index. An Action Index is a small group of questions focused on the processes you are aiming for as the basis for change. As an example we often use a simple three question Action Index based on three things we'd like to see happen after any survey. First, we'd like to see employees are all given a chance to see and discuss the results of the survey. This is crucial for completing the feedback loop we want to establish through surveying. Hopefully this also happens fairly quickly after a survey too. So our first question would typically be something like this:
- I have been provided an opportunity to see and discuss our recent employee survey results: Next, going beyond discussing the results we'd also like some form of action plan agreed upon. There are different models for whether employees are involved in deciding on the actions, or whatever process is used to decide these, but the important thing is that some form of action plan is communicated (via a manager, other leader or even a peer committee) and linked to the survey results. So, our next question may be something like this:
- My manager, or someone else, has communicated some clear actions based on recent employee survey results: These questions will help us understand whether results are being communicated and discussed and whether some form of action is being formulated and communicated. What more could we want? Well, we'd also like to know if the actions are leading to some perceived positive change. So, our final question is usually something like:
- I have seen positive changes taking place based on recent employee survey results: You might want to tweak the questions to suit the specific manner you have in mind for rolling out the survey results and action but it's good to cover these three main areas. You might also preface this section of the survey with a note to employees who were not there at the time to skip the questions. These questions together can provide a great way to track if your survey communication and action process is up and running well.
- I have been provided an opportunity to see and discuss our recent employee survey results
- My manager, or someone else, has communicated some clear actions based on recent employee survey results
- I have seen positive changes taking place based on recent employee survey results