Frequently asked questions about Communication around Employee surveys

When should we start communicating about the employee survey?

Start at least two weeks before launch. This gives you time to create understanding of the purpose, build engagement, and prepare managers. Use HR as the sender for the main message, and let managers follow up within their teams to create closeness and trust.

What should we tell employees before the survey?

Explain why the survey is being conducted, how the results will be used, and what happens next. Keep the message simple and meaningful:

“We’re conducting this survey to understand how we can become an even better workplace – and your input is a vital part of that.”

How should we communicate with managers?

Managers are the key to engagement! Their role is to talk about the survey at team level, encourage participation, and – most importantly – follow up on the results. When managers show that feedback leads to dialogue and action, trust in the entire process increases. Make sure to communicate to managers about their role well in advance.

How should we communicate after the results are in?

Thank everyone who participated, share a short summary of the overall results, and explain the next steps.
Encourage managers to quickly schedule meetings to review the results with their teams and create action plans.
The faster you act – the greater the impact.

How often should we follow up on the results?

The best approach is to follow up continuously throughout the year. Small, regular check-ins (e.g. quarterly) show that feedback is taken seriously and help teams see progress over time. Consider running follow-up pulse surveys on selected KPIs and focus areas to track development.