Team-Level Post-Survey Action Plan

A manager-and-team worksheet for turning engagement survey results into 1-3 prioritized, team-specific actions using an effort-versus-impact matrix.

Survey Results Review

• Which survey results or engagement drivers does the team want to focus on?
  Summarize the 1-3 results, themes, or engagement drivers that matter most to this team.
• What stands out most in the results?
  Capture the key patterns, surprises, strengths, or gaps the team noticed.
• What is the primary reason behind the lowest-scoring item or theme?
  Use this to document the team's best understanding of why the detractor ratings or low scores occurred.

Prioritized Action Planning

• Action 1: What specific team-level change will we make?
  Describe one concrete action the team can own directly.
• Action 1: Expected impact on engagement or retention
  Rate the expected impact using a 5-point Likert scale: Strongly disagree, Disagree, Neither agree nor disagree, Agree, Strongly agree.
• Action 1: Effort required
  Rate the effort required using a 5-point Likert scale: Strongly disagree, Disagree, Neither agree nor disagree, Agree, Strongly agree. Lower effort should score lower; higher effort should score higher.
• Action 1: Who owns this action?
  Name the manager, team lead, or shared owner responsible for follow-through.
• Action 1: Target completion date
  Enter a target date or time frame for completion.
• Action 2: What specific team-level change will we make?
  Optional second action if the team identifies another high-priority improvement.
• Action 2: Expected impact on engagement or retention
  Rate the expected impact using a 5-point Likert scale: Strongly disagree, Disagree, Neither agree nor disagree, Agree, Strongly agree.
• Action 2: Effort required
  Rate the effort required using a 5-point Likert scale: Strongly disagree, Disagree, Neither agree nor disagree, Agree, Strongly agree. Lower effort should score lower; higher effort should score higher.
• Action 2: Who owns this action?
  Name the owner responsible for follow-through.
• Action 2: Target completion date
  Enter a target date or time frame for completion.
• Action 3: What specific team-level change will we make?
  Optional third action if needed. Keep the list limited to the top 1-3 priorities.
• Action 3: Expected impact on engagement or retention
  Rate the expected impact using a 5-point Likert scale: Strongly disagree, Disagree, Neither agree nor disagree, Agree, Strongly agree.
• Action 3: Effort required
  Rate the effort required using a 5-point Likert scale: Strongly disagree, Disagree, Neither agree nor disagree, Agree, Strongly agree. Lower effort should score lower; higher effort should score higher.
• Action 3: Who owns this action?
  Name the owner responsible for follow-through.
• Action 3: Target completion date
  Enter a target date or time frame for completion.

Effort vs. Impact Matrix

• Which action should we prioritize first?
  Choose the action with the best balance of high impact and manageable effort.
• What makes this the best first action?
  Explain why the team selected this action as the top priority.
• What risks, dependencies, or blockers could delay progress?
  Document any constraints that may affect implementation.

Follow-Up and Accountability

• How will we know the action is working?
  Define the observable signal, metric, or behavior change that will show progress.
• When will the team review progress?
  Enter the next check-in date or cadence for reviewing action progress.
• Anything else the team should capture?
  Use this final open field for any additional context, ideas, or commitments.