2023 Sta Engagement Survey
Action Planning Guide
This document provides guidance on best practices for creating and implementing an
effective action plan based on engagement survey feedback
• The purpose of an action plan is to convert feedback from the survey into postive change
for your organization
• The importance of an action plan is that employees will judge the value of the survey based
on whether or not positive changes occurred as a result of it
Positive timely changes based on survey feedback have been consistently shown to improve
engagement which increases productivity and retention
ACTION PLANNING OVERVIEW
2023 Sta Engagement Survey Action Planning Guide | 2
CREATE FOUNDATION FOR SUCCESS
• Establish roles, expectations and accountability for action
planning process at senior level leadership and manager
levels
• Use the SMART goals model for action planning goals to
create the ability to measure results and define measurable
deliverables
• Set timelines and determine how success will be measured
MEASURE SUCCESS
• Utlizing established timelines, review results of SMART
goals and deliverables typically at a quarterly and annual
basis
• Have those who were responsible for specific deliverables
provide report outs/updates at set intervals to measure
progress
• Consider having an action planning project team to ensure
action plans are completed and to measure success
• Assess results of future VU surveys to measure progress
COMMUNICATE
• Thank employees for participating in the survey
• Discuss results with senior leadership, managers, HR
• Demonstrate leadership engagement by keeping
employees updated on actions being taken
DEVELOP ACTION PLAN
• Identify areas for improvement based on survey results
•
organization, engagement, retention
• Work with HRC to develop plan which may include focus
groups to gather more detailed feedback from employees
IMPLEMENT PLAN
• Communicate plans and changes to staff
• Market leaderships commitment to making improvements
based on staff feedback and to supporting professional
development
3 | 2023 Sta Engagement Survey Action Planning Guide
Recommendations for Consideration
• Review current position descriptions and organizational charts and update accordingly
• Work with HRC on implementing succession planning and creating individual development
plans for staff
• Ensure employees understand the mission of VU
• Have new hires enroll in CUPA’s understanding higher ed
• Implement regular leadership check-ins with employees new in positions
• Evaluate internal onboarding process
• Assess professional development goals and develop plan to communicate and support
developmental opportunities for all employees
•
• Encourage employees to participate in the Vanderbilt Staff Mentorship Program
• Encourage Conversation Circles attendance
• Review performance management process
• Conduct a SWOT analysis on team operations
• Explore enrollment in Business at VU
• Explore enrollment in Facilities University
• Ensure goals and OKRs are steeping in organizational mission
• Nominate employees for staff awards
• Encourage participation in the Career Growth series
• Schedule a Clifton Strengths workshop
• Partner with ELE / submit online request form for customized workshops
• Self-paced learning
• Encourage interest Vanderbilt Leadership Enrichment
•
WORK
2023 Sta Engagement Survey Action Planning Guide | 4
BALANCE
5 | 2023 Sta Engagement Survey Action Planning Guide
Recommendations for Consideration
• Review current position descriptions and organizational charts and update accordingly
• Encourage employees to take time off
• Encourage employees to use Lyra benefits
• Review remote/hybrid plan for each department/position and be open to making changes
• Conduct a SWOT analysis on team operations
• Work with HRC on implementing succession planning and creating individual development
plans for staff
Recommendations for Consideration
• Inventory equipment and address any concerns with outdated tools
• Schedule a focus group to determine technology gaps and brainstorm solutions
• Conduct a continous improvement exercise specifically related to tools, resources, and
technology
• Create SOPs
• Ensure employees understand how to express concerns with process, tools, and resources
2023 Sta Engagement Survey Action Planning Guide | 6
Recommendations for Consideration
• Require participation in Leading at VU
• Encourage interest Vanderbilt Leadership Enrichment
•
• Address concerns through performance reviews
• Check SkillSoft offerings
• Conduct a SWOT analysis on team operations
• Review Leader Central
• Consider manager consultations through Lyra
• Encourage supervisors to participate in the Vanderbilt Staff Mentorship Program
• Implement regular leadership check ins with staff
• Evaluate internal onboarding process
• Review current position descriptions and organizational charts and update accordingly
• Work with HRC or ELE on focus group sessions
• Ensure goals and OKRs are steeping in organizational mission
• Enroll in the Coaching Lab Series
COLLABORATION
Recommendations for Consideration
• Ensure collaboration between teams and work units through sharing of information,
combined area meetings and cross team projects
• Model a respectful and professional culture at all levels through how you communicate and
share information
• Refine how your leaders interact with their teams collectively and individually
• Schedule focus sessions to understand gaps in collaboration efforts
7 | 2023 Sta Engagement Survey Action Planning Guide
Recommendations for Consideration
• Ensure your area has a clearly defined mission that all employees are familiar with
• Incorporate your mission in the way you hire, train, develop, and lead
• Reach out to ELE/HRC to help with facilitating a mission building workshop / strategic
planning retreat, help with obtaining buy-in, and developing goals and tracking progress
• Attend Chancellor all-staff meetings as a team and discuss afterwards
• Review survey results for feedback on leadership and consider working with HRC and ELE
to have focus groups to get additional feedback on leadership and mission value and impact
• Create a strategic communication plan that aligns with your mission, culture and values
• Review how you communicate internally and externally. How is information shared and how
do managers communicate with their staff?
• Ensure employees understand the mission of VU
• Ensure goals and OKRs are steeping in organizational mission
2023 Sta Engagement Survey Action Planning Guide | 8
Recommendations for Consideration
• Have new hires enroll in CUPA’s understanding higher ed
•
• Encourage Conversation Circles attendance
• Evaluate internal onboarding process
• Encourage participation for in-focus sessions
• Explore enrollment in Business at VU
• Explore enrollment in Facilities University
• Ensure goals and OKRs are steeping in organizational mission
• Participate in ELE workshop on positive psychology
• Enroll in the microlearning series on acknowledging our realities
•
• Nominate employees for staff awards
• Evaluate internal staff award / recognition programs and consult with ELE for enhancement
ideas
• Ask team to volunteer at Commencement, Reunion and other VU and local community
initiatives
• Encourage participation in Employee Affinity Groups
• Work with VU Identity Centers
• Attend or serve with University Staff Advisory Council
• Encourage employees to participate in the Vanderbilt Staff Mentorship Program
• Encourage Conversation Circles attendance (admin professionals
• Ensure employees understand the mission of VU
• Employee Appreciation Events
• Consider having each team identify an onboarding buddy to assist employees new in their
role
• Develop an onboarding checklist for the department
• Consider purchasing swag for your team members
Recommendations for Consideration
• Assess professional development goals of each team member
• Develop plans to communicate and support developmental opportunities for all employees
• Define and communicate career framework
• Partner with Compensation team and HR Consulting for equity and market adjustments
• Review remote/hybrid plan for each department/position and be open to making changes
• Encourage employees to take time off
• Encourage employees to use Lyra benefits
• Conduct a SWOT analysis on team operations
• Review current position descriptions and organizational charts and update accordingly
• Work with HRC on implementing succession planning and creating individual development
plans for staff
Recommendations for Consideration
• Build awareness of core values and mission then incorporate into expectations for leaders
and staff, evaluations, and communications
• Contact ELE for a psychological safety course / 5 dysfunctions of a team / perspective
taking workshop - expanding beyond your viewpoint
• Review turnover data
• Review survey data and track progress / communicate actions taken
• Conduct follow up pulse surveys
• Conduct exit interviews
• Work with HRC to implement STAY interviews
•
on issues and concerns to help develop a plan for improvement
9 | 2023 Sta Engagement Survey Action Planning Guide
For more information, contact us!
Human Resources - Main Office
•
•
•
•
HR Consultants
Employee Learning & Engagement
