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Run: Employee Listening Strategy Documentation Survey

Document your employee listening strategy in one place, including channels, cadence, owners, and the KPIs each survey supports. Use it to stop ad hoc feedbac...

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Listening Strategy Overview

What is the primary business objective for this employee listening strategy? (required)

Describe the business priority this strategy is meant to support, such as retention, manager effectiveness, psychological safety, or engagement.

Which employee populations are in scope for this listening strategy? (required)

List the audiences covered, such as all employees, frontline teams, managers, new hires, or specific functions.

What decisions should this listening strategy inform? (required)

Describe the decisions leaders will make from the results, such as action planning, manager coaching, policy changes, or retention interventions.

Survey Channels and Cadence

Which listening channels are included in the strategy? (required)

Select all that apply: annual engagement survey, pulse survey, onboarding survey, exit survey, lifecycle survey, manager feedback survey, custom survey, or other.

Yes No N/A

What is the planned cadence for each listening channel? (required)

Document frequency for each channel, such as weekly, monthly, quarterly, semiannual, or annual, and note any seasonal adjustments.

How will you manage survey fatigue and response rate risk? (required)

Describe how cadence, question length, audience targeting, and timing will be managed to protect response rate and reduce fatigue.

Ownership and Governance

Who owns the overall employee listening strategy? (required)

Enter the role or team accountable for the strategy, such as People Analytics, HR, or Employee Experience.

Who owns each survey or listening channel? (required)

List the owner for each survey, including the business or functional partner responsible for review and action.

What is the review and action-planning process after results are collected? (required)

Describe how results are reviewed, who participates, and how actions are tracked to completion.

Business KPI Alignment

Which business KPIs does each survey support? (required)

Map each survey to one or more KPIs, such as retention, turnover, absenteeism, productivity, internal mobility, customer satisfaction, or safety.

Which engagement drivers or experience themes are being measured? (required)

Identify the core drivers or themes, such as manager effectiveness, recognition, growth, workload, psychological safety, or intent to stay.

How will you determine whether the survey is producing actionable insights? (required)

Describe the criteria for success, such as clear trend movement, actionable comments, improved response rate, or measurable KPI movement.

Open Feedback and Optional Demographics

What risks, dependencies, or constraints could affect this listening strategy?

Capture risks such as overlapping surveys, low manager follow-through, limited analytics capacity, or timing conflicts with business events.

Are there any optional demographic cuts needed for analysis?

List only the demographic dimensions needed for analysis, such as location, function, level, or tenure. Keep optional and use only when necessary.

Anything else?

Use this space for any additional notes, context, or recommendations related to the employee listening strategy.

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