Make sure to bring on board the managers or leaders who “walk the floor” with their team. They will play a key role to help you spread the message and provide operational support during the rollout of your engagement survey.

Companies with employees working in a manufacturing or warehouse environment

It needs to come from the top. From a person who genuinely cares about and is responsible for company culture and employee engagement. Ideally, it would come from the CEO. Have him/her personally communicate the importance of this engagement survey, how high it is on on their priority list, and why it matters that everyone participates.

Consider WHO the message is coming from

Do you know what you need to measure? And how to action on the results? Learn how Perked!’s platform can help you build a stronger team and become a better leader.

Are you ready to start improving employee morale?

Ask your managers to participate in the engagement survey early on. That way they know what the process is like and would be better equipped to answer questions from their team.

Managers go first

Make HR contact details available and visible in case employees have any questions.

Make HR contact details visible

Understanding what psychological safety is like in your team is the first step to figuring out how and when to drive impactful actions to improve your team’s effectiveness.

Measure Psychological Safety in Your Team

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Don’t just share the overall engagement results. Focus on the top one or two things that leadership will be prioritizing action on and explain why. This means that you need to analyze the results ahead of time (OR you could leverage <a href="https://www.perked.co?utm_source=blog">Perked!</a>‘s Leadership Digest to pull out the Top Actionables).