Survey Communication Strategy

Communication is critical to the success of every survey. Creating a communication strategy helps to ensure a smooth survey experience.

• The “why” – Let everyone know why the survey is being administered (i.e. improve employee experience, reduce turnover, etc.).
• Timing – When will your survey be available? For point-in-time surveys (i.e. engagement, pulse, etc.), employees also need to know when your survey closes.
• How to participate – Explain how people will receive their invitations (phone, email, SMS, etc.).
• How will the data be used – It is important to be transparent. If the survey data will be confidential, ensure that is communicated. If the survey is non-confidential, share who will see the results.

Send Regular Reminders

• Set up automated reminders by custom date or day of the week in the People Element platform.
• Have an executive sponsor or member of Senior Leadership send out periodic email reminders to survey participants.
• Provide participation updates to stakeholders by key demographics such as department or location and request that they remind their people to participate.
• Ensure the survey administrator is responding to any emails in response to the survey email invitation.

Use a Variety of Communication Channels

• Send Email blasts announcing your upcoming survey.
• Post flyers in key locations like break rooms, kitchens, or any common space.
• Utilize company-wide, team, and department meetings to promote the survey.
• Utilize your company Intranet.
• If your organization has a social media presence, tap into it to promote the survey.
• Request IT create a message for all company devices (i.e. screen savers, desktops, etc.).

• Have the orientation leader outline the new hire survey process.
• Provide a flyer or handout in the onboarding packet that each new hire can take as a reminder.
• Set a calendar reminder or have the new hire set one for when they will be receiving their survey.

• Provide a flyer or handout to the employee in their exit packet or as they exit the organization.
• Have an HR Rep or Manager outline the exit survey process as part of the offboarding conversation.

Post survey communication

• Thank people for taking the time to provide their feedback.
• Share the actions you are taking based on this feedback.
• Continue to communicate progress of any action plans implemented based on your survey feedback.