These examples engagement survey communication, such as e-mails and letters, can increase your employee engagement response rates. Here’s an example of internal communications and external.
Staff Engagement Survey Communication
Organisations invest a lot of resources in recruitment but employee retention is just as important. By increasing employee engagement, companies can reduce staff turnover and increase productivity. Therefore, making the most of the time and resources that went into the recruitment process.
One way to improve employee engagement is with staff questionnaires. great{with}talent offers advice on executing an engagement survey in their Talent Engage staff surveys implementation pack. This includes engagement survey communication advice, such as examples of internal communications.
See ten simple steps on How to Improve Engagement Survey Response Rates.
The importance of contact throughout the engagement survey process is discussed in the communications plan. It’s also important to keep in mind which employees are easily reached via e-mail and which may respond better to post. If your employee is unlikely to have access to the internet and e-mail then planned posts would be better, even though they take that bit longer.
It’s also a good idea to consider both timing and a brand survey initiative, prior to conducting the staff questionnaire and sending correspondence. With regards to the latter. having a logo or header that is used throughout the process makes the engagement survey initiative more formal and shows that it is being taken seriously.
In the same respect, it’s advised that you consider using the right language. By using language that reflects the culture and values of your organisation, employees will identify more with the internal communications. So, any amendments to these internal correspondence, to reflect this, are advised.
Learn about The Twelve Factors of Employee Commitment.
Examples of Survey Communications
These engagement survey communication examples are intended for guidance purposes only and should be tailored to reflect
the specific needs of the organisation.
Example 1: A letter or email to employees introducing survey (direct from organisation).
Dear Colleague,
Welcome to our Employee Survey for 20XX.
Over the coming year, ‘Organisation X’ is embarking on an ambitious expansion plan. Achieving this vision will involve the participation and commitment of all our employees and to this end we would like a better understanding of how people really feel about working for Organisation X. We are therefore happy to announce the introduction of the 20XX employee survey which is the first step to achieving our vision.
If we are to share a successful future then clear, honest communication is critical. I do appreciate that ‘honest communication’ sometimes feels difficult which is why we have contacted a specialist external provider to help us run this survey. Please be aware that your responses to the questionnaire are completely anonymous – we will not be able to attribute responses to any individual. We have chosen this approach to ensure that you feel confident and able to give genuine feedback – good and bad. My hope is that we will all gain through your appraisal of areas that are the most critical for our success and through your frank assessment of our performance in these important areas.
Please be candid in answering these questions – rest assured no one can be identified from their responses as all survey data will be held in strict confidence. Your candour will guide us in identifying the most critical areas for us to focus.
The survey will be available online until <insert end date>. On completion of the survey, we will communicate both the findings and our action plan. It is only through transparent accountability that we will realise our organisational potential and build a great place for us all to work.
Thank you for taking the time to complete this survey.
XXXXX
Click HERE to access the questionnaire
Completion notes from our survey partner:
The questionnaire that you are about to complete is probably a little different from other staff questionnaires that you may have been asked to do. Our approach is to gain an in-depth understanding of what is important to you in your career and how satisfied you are. The questionnaire will take you approximately 25 minutes to complete and is divided into four distinct sections. Occasionally you may feel that questions are being repeated. This is not the case although we do ask a number of questions on similar themes to ensure that the data we collect is as reliable as possible.
We would like to take this opportunity to clearly state that we will only report back to Organisation X on a group basis so
that individual responses cannot be identified.
If you have any queries or concerns regarding the confidentiality or completion of the questionnaire please
do not hesitate to contact us.
Account Manager, great{with}talent.
Example 2: A letter or email to employees introducing survey (direct from great{with}talent).
Some organisations prefer survey communications to be managed by great{with}talent to reinforce the anonymity of the questionnaire and increase completion rates.
Dear <insert employee name>,
Welcome to the Organisation X Staff Survey 20XX
As mentioned in previous communications from your management teams, Organisation X want to benefit from the perspective and insights of all their employees to ensure that the aims and objectives of the organisation can be met. To this end an anonymous, online staff satisfaction survey has been developed
by great{with}talent.
The questionnaire that you are about to complete is probably a little different from other questionnaires that you may have been asked to do. Our approach is to gain an in-depth understanding of what is important to you in your career and how satisfied you are. The questionnaire will take you approximately
25 minutes to complete and is divided into four distinct sections. Occasionally you may feel that questions are being repeated. This is not the case although we do ask a number of questions on similar themes to ensure that the data we collect is as reliable as possible.
We would like to take this opportunity to clearly state that we will only report back to Organisation X on a group basis so that individual responses cannot be identified.
Click HERE to access the questionnaire
If you have any queries or concerns regarding the confidentiality or completion of the questionnaire please do not hesitate to contact us.
Account Manager, great{with}talent.
Example 3: A letter or email to line managers introducing survey.
Below is an introductory email aimed at line managers/team leaders.
Dear <insert line manager name>,
As you will be aware we will shortly be embarking on a staff satisfaction survey. The information gained
from the survey will be used to inform focus action plans to improve levels of staff commitment and morale. This initiative is vital if we are to achieve our ambition growth plans for the coming year and your participation and support is required to make this a success.
A more detailed briefing pack (see attached) has been prepared for to support you and your teams throughout the survey. In summary your role will be to:
- Encourage your teams to complete the survey;
- Reassure employees of the anonymity of the process;
- Be open-minded and positive about the process;
- Complete the survey yourself – your views are key to this initiative;
- Helping staff locate questionnaire;
- Allowing your staff sufficient time to complete questionnaire;
- Provide consistent and positive responses to your team’s questions;
- Alerting the Survey Team with any concerns of issues throughout the process.
May I take this opportunity to thank you for your support and commitment to this process – our continued growth and success relies on the commitment and satisfaction of our staff.
If you have any questions please do not hesitate to contact me.
<Insert name>, Survey Team.
Contact great{with}talent and find out more about their TalentEngage employee engagement surveys.
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