A great Employee Experience (EX) survey can fall flat if nobody knows why it matters, what to expect, or how their voice will be valued.

Communication isn't an add-on to your survey strategy.

It is your survey strategy.

Here’s how to craft a communication plan that inspires participation, builds trust, and sets the stage for action.

1. Start With "Why"

Before you talk about what the survey is, explain why you're running it.

Key messaging points:

• We care about your experience.

• We believe your voice shapes our future.

• We are committed to listening and acting.

Tip: Make the "why" personal, not corporate. Show human leadership, not just organisational necessity.

2. Communicate Early and Often

Before Launch:

• Announce the survey 2-3 weeks ahead.

• Share what to expect (timing, confidentiality, topics).

• Set a hopeful, honest tone.

During Launch:

• Kick off with leadership messages (videos, town halls, personalised emails).

• Use simple reminders: "Your voice matters. Survey now open."

Post-Survey:

• Thank employees for participating.

• Share key themes.

• Outline next steps and timelines for action.

Consistency beats intensity. Small, steady touches win. Plan early to make your survey communication land with authenticity.

3. Equip Your Managers

Managers are the bridge between your survey and your people.

Support them with:

• Briefings on survey purpose

• Simple FAQs

• Sample talking points for team meetings

When managers authentically invite participation, response rates soar.

4. Use Multiple Channels

Different people engage differently. Meet them where they are.

Ideas:

• Emails (short and human)

• Intranet announcements

• Slack/Teams posts

• Posters in common areas

• Leader videos

• Direct manager conversations

Repetition across channels reinforces importance without feeling pushy.

5. Be Honest About Anonymity and Action

Employees need to know:

• Is the survey anonymous? (If so, how anonymous?)

• What will happen with their feedback?

• When will they hear back?

Tip: If there are limitations (e.g., small team sizes might mean less anonymity), explain them respectfully.

Example: Communication That Drove Trust

A global healthcare company struggling with low participation rates shifted its approach:

• CEO recorded a short, heartfelt video explaining why feedback mattered.

• Managers led team conversations, not just forwarded emails.

• Weekly progress updates kept momentum alive.

Result? A 40-point jump in participation — and far richer open-text feedback.

They didn't "market" the survey. They made it matter. Discover how better communication raises survey participation rates.

How the VALUE Method™ Shapes Communication

• Vision: Start with purpose.

• Architecture: Design clear, inclusive communication paths.

• Listening: Set the stage for real, not performative, feedback.

• Understanding: Communicate with empathy and clarity.

• Evolution: Signal that action is the goal, not just analysis.

Final Thought: Communication Is Culture in Action

Every message you send about a survey tells a deeper story about your culture.