E3A IMPLEMENTATION PROCESS
For HR Professionals
We’re excited to help you launch the E3A in your organization. You are about to gain some very valuable insights into the unique strengths and opportunities in your company culture.
We’ll guide you through every step of the process, from the pre-survey prep to company-wide communication strategies, to offering tailored, action-oriented guidance to your team on how to interpret and improve your results after the survey process is complete.
IMPLEMENTATION GUIDELINES
Please take a moment to review this helpful resource prior to launching your survey.
If you have any questions throughout this process, please don’t hesitate to contact Laurie Nappi at LaurieNappi@E3Solutions.com or 703-424-5444.
- BEFORE THE SURVEY
Please read the following steps carefully, as they contain action items and necessary information for setting up your survey.
STEP ONE // SELECT OPEN-ENDED QUESTIONS
TIMELINE:
Complete at Least Two Weeks Before Survey Launch Date
In addition to the 28 hard-coded survey questions, you may ask 3-4 open-ended questions in your E3A. Responses to the open-ended comments will be shared with management. However, in order to protect employee anonymity, the responses will be aggregated in multiple workgroups.
Select from our pool of questions below or create your own questions. Clients who decide to create their own questions often have a company initiative they want to follow up on or learn more about.- If you could change just one thing about your JOB, what would it be?
- If you could change just one thing about your DEPARTMENT, what would it be?
- If you could change just one thing about your SUPERVISOR, what would it be?
- If you could change just one thing about [your company name], what would it be?
- If you could change just one thing to improve productivity, what would it be?
- What do you hope NEVER changes at [your company name]?
- What are the top three reasons why you like working for [your company name]?
In the current era of low unemployment and high-turnover, we encourage our survey clients to gauge the loyalty that exists between employees and the company through our Net Promoter Score (NPS). This score is a helpful tool in the recruiting process and pinpoints where your company’s ambassadors are.
Employees are asked:
How likely are you to recommend [your company name] as a place to work to your friends/close colleagues and family? (On a scale of 0-10, with 0 = very unlikely and 10 = very likely)
Any employees who respond with a 6 or below will receive a follow-up question asking:
What would we have to do to make you want to answer the previous question as a 9 or 10?
Using the form below, share your chosen
open-ended questions & if you would like
the NPS question included.STEP TWO // REVIEW & APPROVE SURVEY LANDING PAGE
TIMELINE:
Complete at Least Two Weeks Before Survey Launch Date
The first thing your employees will see when they start the survey is a welcome note from your CEO.
As your team members sit down to share their experiences within the organization, this opening letter offers them a familiar voice, confidence in the confidentiality of their responses, and the importance of their participation.
Please review the landing page template, edit, and return the letter as soon as possible.
Upload the final .doc file in the form to the right for immediate submission.
Upload Edited Survey Landing Page
Letter Below
STEP THREE // ANNOUNCE THE SURVEY
TIMELINE:
At Least One Week Before Survey Launch Date
One week before the survey, let your employees know what's coming and why their participation is vital.
Download the email template for you to edit and use to make your announcement.At the bottom of this webpage, you'll find downloadable advertisements to help you announce the survey. You might want to include any of these images in your emails to employees, share them in the company break room, or put on each employees desk.
STEP FOUR // EMAIL SURVEY LINKS TO PARTICIPANTS
TIMELINE:
Day of Survey Launch
Each workgroup will get their own unique URL, so we can track and analyze your engagement data by workgroup.
We will provide you with a document with the unique survey URL link for each individual workgroup. You will use this document to email the correct link to the employees in each workgroup.
- BEFORE THE SURVEY
Please read the following steps carefully, as they contain action items and necessary information for setting up your survey.
STEP ONE // SELECT OPEN-ENDED QUESTIONS
TIMELINE:
Complete at Least Two Weeks Before Survey Launch Date
In addition to the 28 hard-coded survey questions, you may ask 3-4 open-ended questions in your E3A. Responses to the open-ended comments will be shared with management. However, in order to protect employee anonymity, the responses will be aggregated in multiple workgroups.
Select from our pool of questions below or create your own questions. Clients who decide to create their own questions often have a company initiative they want to follow up on or learn more about.- If you could change just one thing about your JOB, what would it be?
- If you could change just one thing about your DEPARTMENT, what would it be?
- If you could change just one thing about your SUPERVISOR, what would it be?
- If you could change just one thing about [your company name], what would it be?
- If you could change just one thing to improve productivity, what would it be?
- What do you hope NEVER changes at [your company name]?
- What are the top three reasons why you like working for [your company name]?
In the current era of low unemployment and high-turnover, we encourage our survey clients to assess how employees feel about promoting their employer as a place to work. To that end, we also offer an additional hard-coded question.- How likely are you to recommend T&M as a place to work to your friends/close colleagues and family?
(On a scale of 0-10, with 0 = very unlikely and 10 = very likely)
Any employees who respond with a 6 or below will receive a follow-up question asking:
- What would we have to do to make you want to answer the previous question as a 9 or 10?
Share your chosen open-ended questions below for immediate submission to our team.
STEP TWO // REVIEW & APPROVE SURVEY LANDING PAGE
TIMELINE:
Complete at Least Two Weeks Before Survey Launch Date
The first thing your employees will see when they start the survey is a welcome note from your CEO.
As your team members sit down to share their experiences within the organization, this opening letter offers them a familiar voice, confidence in the confidentiality of their responses, and the importance of their participation.
Please review the landing page template, edit, and return the letter as soon as possible.
Upload the final .doc file in the form to the right for immediate submission.
Upload Edited Survey Landing Page
Letter Below
STEP THREE // ANNOUNCE THE SURVEY
TIMELINE:
At Least One Week Before Survey Launch Date
One week before the survey, let your employees know what's coming and why their participation is vital.
Download the email template for you to edit and use to make your announcement.At the bottom of this webpage, you'll find downloadable advertisements to help you announce the survey. You might want to include any of these images in your emails to employees, share them in the company break room, or put on each employees desk.
STEP FOUR // EMAIL SURVEY LINKS TO PARTICIPANTS
TIMELINE:
Day of Survey Launch
Each workgroup will get their own unique URL, so we can track and analyze your engagement data by workgroup.
We will provide you with a document with the unique survey URL link for each individual workgroup. You will use this document to email the correct link to the employees in each workgroup.
SURVEY ADVERTISEMENTS
Downloadable image assets to help you advertise your upcoming Engagement Survey.
Add your company logo to personalize it!
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