When launching an employee survey, it’s important to set clear expectations and build trust from the start. Many companies introduce the survey during an all-hands meeting, supported by videos and follow-up communications.

Survey announcement

Most companies announce the survey during an all-hands meeting. The announcement should explain:

• Why the survey matters
  • No single manager can fully assess employee experiences in today’s workplace.
  • Employees may:
    • Work remotely or travel
    • Collaborate across departments
    • Rotate between locations
  • Collecting feedback ensures that all perspectives are included in a structured, anonymous process.
• The company’s commitment
  • Supporting employee happiness and well-being
  • Ensuring everyone has the tools they need to succeed
  • Recognizing contributions to company success
• The value of honest feedback
  • Anonymous input helps leadership identify where to invest resources for the greatest impact.

Overview videos

• This video shows the entire survey process: http://video.macorva.com/
• This video is a software demo for managers: http://demo-video.macorva.com/

What the survey will ask

• There will be general questions about your experiences with the company as a whole (how happy you are, if you have the right tools to do your job, etc.).
• You will also have the chance to rate your experiences with individual coworkers. In addition to being able to give an overall 1-5 score, you can select actions you have seen your coworkers make.

How anonymity is ensured

• Macorva will perform all data collection and generate summary reports. 
• Macorva never shares raw data with employers.
• Individual answers are never displayed. They are only used to generate summary results.

What the results look like

• If more than 5 coworkers share their experiences with you, you will receive a 1-10 average rating. If you have common attributes, those will be displayed as well.
• These are trended over time, so you can see changes in teamwork.

Who can view the results

• You can see your results, as well as the results of anyone who reports to you.
• Your manager can see your results, but not your peers or subordinates.

What will be done after the survey

The survey is the starting point for a long-term performance and engagement plan. It will not be used for disciplinary actions. Instead, results will:

• Highlight outstanding employees
• Provide quantitative teamwork insights
• Guide performance goals and 1:1 conversations with managers

Materials to distribute

An email containing the above information can be sent to all employees, so that they can review information at their own pace and ask management any questions before the survey begins.