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Action Planning Methodology with WorkBuzz

WorkBuzz data shows a strong correlation between action planning and engagement. Where little or no action happens after a survey, employees question the value of the exercise – and of participation in future research.

On the flip side, showing your organisation has listened to your employees’ thoughts and concerns – and is making changes based on what you’ve learned – is the biggest driver of future survey completion.

However, if you’re to facilitate development and action, you need a plan – and we can help.

Our People Science team combines your survey data with decades of employee engagement experience to build people-centric, manageable action plans that will make a tangible difference for your organisation.

How to approach Action Planning

We’ll work with you on a five-step process to turn your engagement survey insights into long-term organisational change.


1. UnderstandAction-planning-employee-engagement-WorkBuzz-768x768

We’ll help you understand your data, and the issues behind it, before you start putting solutions in place – using methods like focus or listening groups to delve deeper into what your survey data is telling us.We’ll spend time fully understanding your results so you’re fully informed before you enter the planning stage. That includes analysing your response rates and your overall employee engagement score to discover the themes that are having the biggest impact.By comparing your results to longer-term trends, external benchmarks and previous surveys, and by analysing open text comments, we can also investigate how the employee experience differs throughout different parts of your organisation – and how that compares to other companies in your field.


2. Communicate

Communicating your findings to your employees is important. They expect to hear the results of a survey they’ve participated in, and they want to contribute to the solutions, so we’ll help you get the message out there.

There’s lots to consider when communicating your results, and our experience will ensure you avoid pitfalls and adhere to best practice. For example, we’ll help you review your feedback objectively, and be balanced in how you share your findings.

We’ll also help if you need to communicate disappointing results, considering the wider context – such as management changes or macroeconomic factors – that may have negatively impacted your scores.


3. Plan

Next, we need to think about how you can realistically make change happen within your organisation – and a timeline for doing so.

This includes running results sessions or action planning workshops at a local level (usually on an individual team level) to understand whether the results reflect how employees are feeling right now – and if they have any further feedback they want to share.

We’ll help you focus on three simple priorities to focus your action plan and keep it manageable. We’ll plot your results against our Celebrate, Investigate, Improve model, and help find priority areas where you can have the most positive impact.


4. Share

Colleagues don’t get survey fatigue, they get lack-of-action fatigue. It’s important to make changes that are visible and tangible but, while operational changes are often easier to see, we may need to be more active in highlighting behavioural changes.

Employees want to know that their participation is making a difference, so share what’s working well and praise colleagues for their contribution. If improvements have arisen from acting on their feedback, make sure there’s an explanation how the change arose, and their ideas influenced it.

We’ll help you show your people how you’re using your survey results to take action, and help get your line managers on board so they can ‘role model’ your desired culture and help embed new behaviours throughout the organisation.

5. Iterate

You’ll never reach a point where you’ve ‘completed’ your employee engagement journey – so you need to iterate and build on your strategy.

WorkBuzz will set you up for success but, alongside regular surveys, it’s important to discuss progress against your action plan – and any pressing issues – during regular briefings.

Keep an ‘open-door’ policy, so colleagues feel free to come to you with any questions. The more informed colleagues are, and the more context they’re given, the better equipped they’ll be to make day-to-day decisions that support organisational objectives.

Drive change with ACT

The action planning tool from WorkBuzz. 

ACT - WorkBuzz's Action Planning tool

 Action where it matters

Automatically create individual Action Plans for your People Managers in seconds with WorkBuzz. Save time but be safe in the knowledge the right areas are being prioritised to drive engagement.

 Personalised focus areas and action plans

Your team managers will be more engaged and eager to drive change if they know the focus areas and action plans are relevant to their team’s challenges and are more likely to have a positive impact.

 Drive ROI from your engagement efforts

There’s a strong correlation between engagement and staff retention. By creating a continuous feedback loop, you’ll see engagement levels rise, reduced staff turnover and the investment required for recruitment come down.

Meet our 'Action Planning' team

Chandni Chauhan
Employee Engagement Consultant
Chandni’s career in HR business partnering and employee engagement spans the healthcare, retail and manufacturing industries. Before joining WorkBuzz, she led staff engagement at the NHS and employee engagement projects at Morrisons – covering both store staff and manufacturing teams. Chandni is an expert in survey design, employee engagement and experience, and long-term action planning.
David Bailey
Senior Analyst
Following a career in performance analysis and improvement spanning both industry and policing, David has focused on employee engagement and experience for the past five years. He’s built experience in managing employee listening surveys, analysing results and developing in-depth, actionable insight. David has worked with leading employers across many sectors to help measurably improve the employee experience, including HS2, McDonalds, Shell Energy, BuzzBingo, Priory, Premier Foods, and many more.
Ian Barrow
Senior EX Consultant
Ian has been partnering with organisations to help them become more effective for over 25 years. Working primarily at board and senior management team levels, he helps organisations to identify, understand and improve the underlying drivers of their culture, employee engagement and employee experience.
John Backhouse
Head of People Science
John has worked in the world of employee research, employee listening, engagement and experience for 27 years. He has a deep understanding of how to build and deliver successful employee listening programmes, and how to analyse and act on the results to drive organisational success. John has a huge library of case studies across the many organisations he’s helped, including HS2, Eurotunnel, Aldi, Asda, Greggs, Morrisons, Hovis, Whistl, Thames Water, Scottish Water, NI Water, The Royal Navy and Marines, and hundreds of others.

Learn more about Employee Engagement Surveys and Action Planning with WorkBuzz

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