1. Actions that make a difference using employee survey results

2. Survey, survey, survey Now what? Surveys are often conducted without leaders knowing the link between the data and the organisation’s goals what behaviours are expected what success looks like what to focus on how to improve 2

3. 3 Make it possible to take action immediately

4. Integrate to enable development Enable immediate action Integrate survey data and evidence based development suggestions so leaders can take action immediately People leaders have the largest impact on employee engagement and performance but often don’t know what to do to improve their performance Using employee survey data enables leaders to understand how they are viewed by their team These results focus leader’s energy to improve on areas that make the most difference to their teams 4

5. Creating meaningful content Creating meaningful content Create meaningful content Create meaningful content

6. 6 Create meaningful content Relevant and easy to use establish behavioural expectations aligned to business objectives determine which survey questions reflect expectations develop simple, actionable suggestions for action based on evidence and experience use quotes from senior leaders to capture the essence of each expectation and highlight the business impact

7. Structure feedback and actions

8. Structure the content 8 What, Why and How for improvement Organisation expectations of behaviour and performance Key feedback areas Why these areas are important o WIFM for the organisation o WIFM for leaders to improve in each Results from the survey in key areas Leader focus on improvement o How to select what to focus on o Include three suggestions to try today o Document development plan Connect workgroups to learn with and through one another

9. Accountable for action

10. Multi phase implementation Embed accountability for action 10 Results from team Data to understand fit relative to organisation ( percentile) Practical suggestions to improve Take action to build capability Remeasure Establish performance goal (eg. reach 40 th, 50 th, 60 th,75 th percentile) Practical suggestions to improve Take action to build capability Remeasure Evaluate performance against goal Phase 1 Phase 2 Phase 3

11. cc: freddie marriage - https://unsplash.com/@fredmarriage?utm_source=haikudeck&utm_medium=referral&utm_campaign=api-credit Key Steps

12. 12 Key steps What is expected & why Develop toolkit Enable action & accountability Embed accountability for action

13. cc: *vlad* - https://www.flickr.com/photos/88112377@N00 Capability Lift

14. Deliver real value through a capability lift This approach brings a range of benefits 14 People leaders develop the capability needed to motivate their teams and deliver on their goals Collaboration between people leaders is focused on building internal networks of support Individual and team capability is enhanced There are tangible results from investing time and other resources in conducting an employee survey Leaders and teams are better equipped to meet or exceed goals within required timelines and budgets, delivering real value to the business