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Tips: Communication for a Successful Employee Survey

Communication is the key to a successful employee survey. By informing, engaging, and following up – before, during, and after the survey – you build understanding, trust, and stronger engagement across the organization. Here, you’ll find tips on what to include and how to make your communication simple and effective.

An employee survey is one of the most powerful tools for understanding, developing, and strengthening an organization’s culture and engagement.
But the results are only as strong as the communication that surrounds it.

Communicating clearly – before, during, and after the survey – builds understanding, engagement, and trust. Without it, the survey risks being seen as a one-off event rather than a tool for growth and development.

Why communication matters

Communication creates meaning. When managers and employees understand why the survey is conducted, how the results will be used, and what happens next, engagement and response rates increase.

Benefits of clear communication

  • Higher engagement and response rates – employees see that their voices make a difference.

  • Greater trust in the process – transparency builds confidence.

  • Clarity for managers – they know what’s expected of them.

  • Focus on development – shows that the survey is a tool, not a control mechanism.

Risks of poor communication

  • Low response rates and reduced engagement.

  • Unclear purpose and lack of trust.

  • Managers unsure how to act on the results.

Three key phases for communication

1. Before the survey – create anticipation and understanding

Purpose: Build engagement and trust.
Audience: All employees, with support for managers.

Suggested content:

  • Why the survey is conducted and how results will be used.

  • Timeline and response period.

  • Assurance of anonymity.

  • The manager’s role – to engage, remind, and follow up.

💡 Tip: HR sends the main message, and managers reinforce it within their teams.

2. During the survey – keep the engagement alive

Purpose: Motivate and increase response rates.
Audience: Managers and employees.

Suggested content:

  • Reminder from HR: “The survey is open – take a few minutes to share your thoughts!”

  • Encouragement from managers: “Have you had a chance to respond? Your input matters.”

  • Status updates (e.g., department-level response rates).

  • Thank-you messages to those who have already responded.

💡 Tip: Use multiple channels – email, intranet, Slack/Teams, digital screens.

3. After the survey – create meaning and drive development

Purpose: Show that responses lead to action.
Audience: All employees, with managers in a key role.

Suggested content:

  • Thank you message and a brief summary of overall results.

  • What happens next – timeline for feedback and follow-up.

  • Encouragement for team dialogue and action planning.

💡 Tip: The faster teams follow up on results, the greater the impact.

Summary

A successful employee survey isn’t just about asking the right questions – it’s about communication that creates meaning.
When you inform, involve, and follow up, you strengthen your culture and show that feedback leads to development.

💬 A survey doesn’t end when the numbers are presented – that’s when the real work begins.

Read more:

Templates - Communication to Managers and Employees