How to Share the #BeHeard Report 

Learn best practices to share the #BeHeard Report

Everyone is anxiously waiting to review the results, but there is a strategy to the delivery. Best practice is to have the executive team review the results first, then managers and other workplace demographic groups you deem important.

Once the reports are combed through, priority areas are set, and the presentation points and messaging are aligned within each target area of the organization (i.e. by company wide results, department, management, etc…), it's time to share.  

Free Resources: 

  • To effectively align your priority areas on every level and take action, download our Engagement Plan Template. 
  • All of the data can be easily accessed and shared from the online #BeHeard Report, but we also have a PowerPoint Template that you can download to present the results if it's helpful. 

Sharing Results with Employees

To bring a cohesive strategy to your action plan, it’s recommended to share the results in a company wide meeting. Once the company is aligned on results and initiatives, it’s great to recognize that though that is the organizational road map, you understand that each department, team, unit, and group has different strengths and needs.

As a next step, their manager will share the results and action plans specifically for their team. A lot of our clients will send managers or division leaders their personalized reports to help them advance engagement and retention within their teams.  This also serves as a great coaching tool for managers to gain better insight into their team and specific opportunities to increase performance. This is available if you upgrade to the full report, find more details HERE

To get you started, whether you're sharing the #BeHeard Survey results with the Free Report of the Premium Report, here are some email templates:

Tip:  These email also serve as great talking and messaging points for your Q&A sessions.

Sharing Results of the Free Report

Dear Team,

First of all, thank you for participating in the recent #BeHeard Survey!  The purpose was to give you the opportunity to anonymously and confidentially voice your opinions, thoughts, and feelings.  The #BeHeard Survey results are ready and we’re looking forward to sharing the results. The primary objective is to create an ongoing conversation to take action in the right areas based on your feedback to increase the overall commitment and employee experience at {Insert Company Name}

The results of the survey provide an overall engagement score and our effectiveness rates within five key organizational areas that shape our company culture.  Our Engagement Score came back at {%}, which measures how passionate and committed our {Insert Company Name} team is overall.  We really appreciate everyone's participation, we received {Insert Participation Rate}, which was {Below / Above our Goal of Insert%}.  We hope to keep growing that number as we continue to act on and measure our results. 

The survey revealed our strengths and identified the areas that we should make a priority so we can continuously increase our employee engagement score, which will serve as a benchmark as we begin to take action.  We are happy with our results but always strive to be better.  

Let’s start with our strongest engagement areas.  Our biggest strengths are based on the areas where everyone felt the organization is most effective. 

  • {Insert strongest area name, definition, and effectiveness rate}

Now, for our action plan. The engagement areas that came back as a priority is based on the areas that everyone felt the organization was least effective. 

  • {Insert priority area name, definition, and effectiveness rate}

List of the Five Engagement Drivers (as a point of reference):

  • Fit – the extent to which you feel your job is a good fit for your skills, knowledge, and abilities to perform your role
  • Valuing – the extent to which you feel valued at {Insert Company Name}
  • Alignment – the extent to which you believe in our mission, values, and goals
  • Growth – the extent to which you feel supported to advance your career or develop personal skill sets within {Insert Company Name}
  • Team – the extent to which our organization promotes a team-based work environment

Your feedback is extremely important to us, and your voices have been heard.  This survey and its results have given us a foundation to build upon to grow {Company Name} and create an effective work environment that will contribute to the success of everyone involved.  

We have scheduled a company-wide meeting for {Insert Date}  at {Insert Time} to review these results in greater detail, answer any questions, and share action steps based on the results.  We welcome your suggestions and encourage you to actively participate now and into future conversations. 

Again, thank you for your participation.  This is a critical step in building an employee focused culture where everyone knows their voice is valued and appreciated.  It’s the only way we can continue to elevate the employee experience and attain our organizational (purpose/mission/vision) of {insert mission, purpose, or vision statement}. 

Here’s to a brighter and better future,

{Insert Name} 

 

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Sharing Results of the Premium Report

Dear Team:

First of all, thank you for participating in the recent #BeHeard Survey!  The purpose was to give you the opportunity to anonymously and confidentially voice your opinions, thoughts, and feelings.  The #BeHeard Survey results are ready and we’re looking forward to sharing the results. The primary objective is to create an ongoing conversation to take action in the right areas based on your feedback to increase the overall commitment and employee experience for this team. 

The results of the survey provide an overall engagement score and effectiveness rates within five key organizational areas that shape our company culture.  Our Engagement Score came back at {Insert Score %}, which measures how passionate and committed our {Insert Company Name} team is overallWe really appreciate everyone's participation, we received {Insert Participation Rate}, which was {Below / Above our Goal of Insert%}.  We hope to keep growing that number as we continue to act on and measure our results. 

The survey revealed our strengths and identified the areas that we should make a priority so we can continuously increase our employee engagement score, which will serve as a benchmark as we begin to take action.  We are happy with our results but always strive to be better.  

From a high level view we were able to measure organizational effectiveness within the five key engagement drivers in our workplace. Based on the results, below are our strongest and least effective areas. 

Organizational Strengths

  • {Insert strength area name, definition, and effectiveness rate}

Organizational Opportunities 

  • {Insert least effective area name, definition, and effectiveness rate}

Another benefit of taking this survey gave us the opportunity to drill down to really help us direct our attention to specific areas. Let's start with our strongest engagement areas.  Our biggest strengths are based on the areas that were most important to the you, where you felt the organization is most effective. 

  • {Insert strongest area name, definition, and effectiveness rate}

Now, for the areas that are shaping our action plan. The engagement areas that came back as a priority is based on the areas where you felt the organization was least effective yet most important. 

  • {Insert priority area name, definition, and effectiveness rate}

List of the Five Engagement Drivers (as a point of reference):

  • Fit – the extent to which you feel your job is a good fit for your skills, knowledge, and abilities to perform your role
  • Valuing – the extent to which you feel valued at {Insert Company Name}
  • Alignment – the extent to which you believe in our mission, values, and goals
  • Growth – the extent to which you feel supported to advance your career or develop personal skill sets within {Insert Company Name}
  • Team – the extent to which our organization promotes a team-based work environment

Now, this is a start, and based on your feedback, we are able to pinpoint specific actions we can take around our organization’s strengths and opportunities, based on what’s most important to you.  So this is what we’ll be doing: 

  • Action 1
  • Action 2
  • Action 3

Your feedback is extremely important to us, and your voices have been heard.  This survey and its results have given us a foundation to build upon to grow {Company Name} and create an effective work environment that will contribute to the success of everyone involved.  

We have scheduled a company-wide meeting for {Insert Date}  at {Insert Time} to review these results in greater detail, answer any questions, and share action steps based on the results.  We welcome your suggestions and encourage you to actively participate now and into future conversations. 

Again, thank you for your participation.  This is a critical step in building an employee focused culture where everyone knows their voice is valued and appreciated.  It’s the only way we can continue to elevate the employee experience and attain our organizational (purpose/mission/vision) of {insert mission, purpose, or vision statement}. 

Here’s to a brighter and better future,

{Insert Name}

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Tutorial Video: Report Permissions

The #BeHeard results can quickly and easily be shared directly from your dashboard. Below is a quick tutorial on how to set report permissions and distribute the results based on workplace demographic filters if you have upgraded to the full #BeHeard Survey Premium Report. 

Video Coming Soon...

Next Steps