Follow a communication plan for a successful campaign

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This article is no longer accurate and will be archived in Q3 2023. Please refer to our "Templates and best practices for engagement survey communication" article for updated information on how to manage user permissions.

Getting actionable data and achieving strong participation is within your own power! Below is a recipe for success to help with participation before, during and after the campaign is in flight to set a foundation for the coming quarters.


  1. Pick a strategic send time — Make sure we’re sending the campaign on a day/week when employees have the time and mental space to participate. Avoid times of high workload, vacations, annual reviews, open enrollment, or recent acquisition or RIF.
  2. Announce the campaign via an email from the CEO — Send an awareness email “from the top” that highlights why you’re doing this and why it’s safe.
  3. Add posters around the office — If your employees are used to clocking in and out of work, add a simple sign above the time clock or in the break room to create awareness.
  4. Recruit your managers to promote to their teams — Ask your managers, directors, and department heads to promote the campaign during meetings and throughout the week prior to campaign launch. They will want to see this valuable data to help their teams, so give them an opportunity to help.


  1. Specific targeting — If you know your overall response rate is lagging, look at groups to see where response rate might be lagging.
  2. Remind employees during scheduled meetings — If important team and company meetings occur on different days, make sure the campaign is included on agendas throughout the duration.
  3. Send a reminder email — Send another reminder mid-flight via an internal communications tool or company-wide email.
  4. Carve out space to take the survey — Ask your managers to allow their teams to take 6 minutes as they arrive at the job site or office for the day to complete the survey.


  1. Follow up email from CEO — Acknowledge the feedback and results via a “here’s how we did” email that can begin to promote upcoming changes.
  2. Publicize the actions you take — Signal to your team that their feedback is valuable by making changes quickly and broadly publicizing these actions. People will be less likely to sit out in future quarters if they know their voice will be heard.
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