Voice Week
Cooperative goal: 100% survey completion in one week.
Trusted by frontline teams 15 years of frontline software
Built for: Healthcare · Retail · Manufacturing · Hospitality · Corporate Services
Overview
Voice Week is a cooperative contest template for getting one survey completed by everyone in a department within a seven-day window. It uses verified survey.completed events, a threshold_all goal, and bragging rights as the prize, so the focus stays on participation rather than individual competition.
Use this template when the survey matters to the whole group and you need a clear, time-boxed push to finish it. It works well for engagement surveys, policy acknowledgments, pulse checks, and feedback forms where response rate is the main success metric. Because the format is team-based and non-ranking, it is a good fit for mixed participation patterns, shift work, and departments where public leaderboards would feel unfair or counterproductive.
Do not use Voice Week for open-ended surveys, long research instruments, or situations where full participation is unrealistic. It is also not the right choice if you want to compare individuals, reward speed, or run a recurring always-on leaderboard. The contest should end when the week ends and the department either reaches the threshold or does not. That clear finish line is what makes the template easy to understand and easy to repeat.
Standards & compliance context
- Use this template for participation tracking, not for storing survey answers in the contest itself, so response handling can follow your organization’s privacy rules.
- If the survey includes sensitive or employee-relations topics, confirm that access, anonymity, and retention settings match internal policy before launch.
- For unionized or works-council environments, keep the format cooperative and non-punitive, with no individual ranking or bottom-of-the-list exposure.
- If the survey is part of a regulated process, make sure the contest window does not change required notice, consent, or recordkeeping obligations.
General regulatory context for orientation only — verify current requirements with counsel or the relevant agency before relying on this template for compliance.
How to use this template
- Set the survey link, department scope, seven-day duration, and threshold_all goal so the contest ends when every intended participant has completed the survey.
- Assign the contest to the department and confirm that survey.completed is the only scoring action, so standings reflect verified submissions rather than manual counts.
- Launch the week with a short message that explains who should participate, what counts as completion, and that the group wins together with bragging rights.
- Send reminders during the week to non-responders, using manager nudges or internal channels instead of public ranking or bottom-of-the-list callouts.
- Close the contest at the end of the week, review the completion rate, and share the survey follow-up so participants see how their input will be used.
Best practices
- Keep the contest to a single week so the survey push feels urgent without becoming a permanent leaderboard.
- Use department scope only when the survey is meant for that whole group; otherwise split the contest into separate teams to avoid unfair comparisons.
- Make the completion rule explicit in the kickoff message so people know that only verified survey.completed events count.
- Avoid public ranking language and focus on the shared finish line, because threshold_all works best when the whole group can win together.
- Time reminders around shift changes and meeting blocks so frontline and desk-based employees have equal access to the survey.
- Close the contest promptly when the window ends so late completions do not blur the result or weaken the urgency of the next run.
- Follow the contest with a visible summary of what was heard and what happens next, or participation will feel transactional.
What this template typically catches
Issues teams running this template most often surface in practice:
Common use cases
Frequently asked questions
What is Voice Week for?
Voice Week is a cooperative contest built to drive one survey to full completion across a department. It uses the verified action survey.completed, so the standings reflect actual submissions rather than self-reported progress. Because the goal type is threshold_all, the whole team wins together when everyone participates.
Who should use this template?
This template fits HR, People Ops, internal communications, and department leaders who need a clean response-rate push. It is especially useful when a survey matters to the whole group, such as an engagement pulse, policy check-in, or feedback round. It is not a fit for comparing individuals or creating a public leaderboard.
How often should Voice Week run?
Use it as an episodic contest, usually for a single seven-day window. That cadence is long enough for reminders and shift coverage, but short enough to create urgency without turning the survey into an always-on leaderboard. If you need ongoing measurement, run separate short contests rather than leaving it open-ended.
Does this rank people by response speed or volume?
No. Voice Week is designed to avoid public ranking and to keep the format cooperative. The only scoring action is survey.completed, and the target is the department-wide threshold, not an individual race. That makes it safer for mixed participation levels and less likely to discourage late responders.
Can I use this for any survey?
Yes, as long as the survey is something you want everyone to complete within the contest window. It works well for engagement surveys, policy acknowledgments, pulse checks, and feedback forms. It is less suitable for long, optional research surveys where full participation is not realistic or where anonymity rules require a different rollout approach.
What are the most common rollout mistakes?
The biggest mistake is treating Voice Week like a leaderboard and calling out the lowest responders. Another common issue is setting the window too short for shift-based or distributed teams, which makes the target feel unfair. A third pitfall is using manual tracking when the platform already records survey completions, which weakens trust in the standings.
Can this be customized for different departments?
Yes. You can clone the template and change the department scope, survey name, prize language, reminder cadence, and internal messaging. Some teams also add a kickoff note, manager prompts, or a completion badge so the contest feels local while keeping the same threshold_all structure.
How does this compare with ad-hoc survey reminders?
Ad-hoc reminders rely on memory and manager follow-up, which can be inconsistent across teams. Voice Week turns the push into a visible, time-boxed contest with a clear finish line and verified scoring. That usually makes it easier to coordinate, easier to explain, and easier to repeat.
What should I do after the week ends?
Close the contest, announce the department result, and share any next-step actions tied to the survey feedback. If the survey produced themes or issues, route them into a follow-up plan so people see that participation led somewhere. That helps preserve trust for the next Voice Week.
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