1. 2017 Winter Employee Engagement Survey
Action Planning Overview

2. Action Taking Process

3. Survey Action Planning Actions Comm
Who is taking the action? (everyone is involved in some way)

4. ACTION-TAKING PROCESS
Step 1
UNDERSTAND THE RESULTS
Step 2
CREATE AN EFFECTIVE ACTION PLAN
Step 3
TRACK & COMMUNICATE PROGRESS

5. OVERALL EXPECTATIONS FOR MANAGERS IN ACTION PLANNING PROCESS
Own the action planning process for your EES Results
Sharing the results with employees before employees leave for the season
Creating and implementing an action plan
Communicating progress

6. IMPORTANCE OF TAKING ACTION
Research shows the importance of taking action on the survey results
Engagement Level
Source: Towers Watson’s Work Attitudes Research

7. STEP 1: UNDERSTAND THE RESULTS
CREATE AN EFFECTIVE ACTION PLAN
Step 3
TRACK & COMMUNICATE PROGRESS
Familiarize yourself with your results
Effectively dive into your results
Prepare to share the results with your team

8. FAMILIARIZE YOURSELF WITH YOUR RESULTS
Review your results to look for:
Improvements
Declines
Strengths
(Top 5 )
Opportunities
(Bottom 5)
Comparisons
Where should you dig in deeper?

9. AVOID “ANALYSIS PARALYSIS”
Action
Data Analysis
Data Analysis
Action

10. ONLINE REPORT TOOL MENU
If you have a large organization, click the + button to open up the reports for team members within your organization
View your team’s overall scores and comparisons to multiple benchmarks to your scores side by side (the company, your resort, etc.)
Provides a snapshot summary view of your team’s results compared to internal and external benchmarks
View the top and bottom questions and compare to different benchmarks
View results per question and comparisons to multiple benchmarks side by side
For larger teams, view a breakdown of your results by various demographic information
For larger teams, view a breakdown of the survey categories within your organization by demographic information
For larger teams, view a breakdown of the year over year comparisons within your organization’s results on the survey categories
For larger teams, view a breakdown of the year over year comparisons within your organization’s results on the survey items
View the Key Drivers of Engagement, which show the areas that help us drive and sustain engagement in our workforce. See how your team’s results compare.

11. PREPARE TO SHARE THE RESULTS WITH YOUR TEAM
Review Results
Dig into areas of concern
Plan for Meeting
Desired Outcomes
Answer employee questions
Input on what’s behind specific results
Focus the conversation
Meeting Structure
What to Share
Minimally:
Overall category scores
Top 5
Bottom 5
Specific items based on the results
Remember the audience

12. STEP 2: CREATE AN EFFECTIVE ACTION PLAN
UNDERSTAND THE RESULTS
Step 2
CREATE AN EFFECTIVE ACTION PLAN
Step 3
TRACK & COMMUNICATE PROGRESS
Share the results with your team
Seek Clarification and Prioritize
Build the action plan

13. SHARE THE RESULTS WITH YOUR TEAM
During the Meeting, focus on:
Understanding the outcomes of last year’s action plan
Discussing results to receive further insight
Informing employees about this year’s results
Gathering ideas about action steps that can be taken

14. Consider the following questions:
SEEK CLARIFICATION
Seek clarification to understand what your team meant by their responses before creating an action plan
Consider the following questions:
What were the outcomes of our action plan from last year?
What are your observations on this year’s results?
Why is this area a strength/opportunity in this group?
What areas are important to this group to focus on? Why?
How could we leverage/improve this area in the next year?
What would success look like?

15. CHECKLIST FOR BUILDING AN EFFECTIVE ACTION PLAN
Keep it Simple and Focused
Top 2-3 areas: consider one strength and one opportunity
Should you build upon last year’s action plan or is there a new focus for the action plan?
For action ideas… review the action planning library
Is the action within your control?
Address areas that are most important or will have the highest impact
Simple to implement
Matter to your employees
Is the action measurable?
How will you know that you’ve accomplished your action plan?
Finalize the action plan in the online tool
Determine an end date
Assign an owner from your team

16. STEP 3: TRACK AND COMMUNICATE PROGRESS
UNDERSTAND THE RESULTS
Step 2
CREATE AN EFFECTIVE ACTION PLAN
Step 3
TRACK & COMMUNICATE PROGRESS
Successfully implement action plans
Accountability
Communicate progress

17. SUCCESSFULLY IMPLEMENT ACTION PLANS
What are the specific steps to take to accomplish your action plan?
What support do you need? From who?
How will you ensure follow through on your plan?
How can you track progress & measure success?
Build Action Plan
Implement Action Plan
Track Action Plan
Communicate throughout:
connect action & progress to EES

18. MANAGER ACCOUNTABILITY EXPECTATIONS
Keep your EES Action Plan Visible
Broadcast EES Plan & Progress!
Ensure your EES Action Plan is reviewed on a regular basis
Involve/Connect entire team with your EES Action Plan

19. Timeline

20. ACTION PLANNING TIMELINE
Item
Timeline 1
All employee communication on key findings
Approx. March 8 2
HR support managers receiving/interpreting results & preparing for action planning meetings
Mid March-early April 3
Managers conduct action planning meetings with employees
Mid-March-Mid-May 4
Managers finalize action plan in online action planning tool
May 31 5
Action Plan Progress Check-in 1
Late Summer 6
Action Plan Progress Check-in 2
Early Winter

21. RESOURCES Managers: Manager Guide to Action Planning
Manager Guide to Understanding Retention
EES Online Report Tool Overview Quick Guide
Manager Action Planning Overview (presentation)
EES Online Report Tool Training (presentation)
Update

22. Questions? For additional questions about the action planning process,
please contact your local HR office.