Communicate a timeline. If you’ve already communicated about the upcoming survey (or this is the timeframe in which employees usually expect to receive it), share your new plans with your employees, explaining your rationale and expected timing of the survey launch.
Respond and reassure. Explain that employee feedback is still very critical during this time and let employees know you still value their concerns, ideas, opinions, etc.
Gather employee feedback. Provide an open communication channel to utilize for employee updates and feedback.
Launch a pulse survey. Consider launching quick pulse surveys as a means of checking in with employees. This critical feedback can inform your efforts.
Shift engagement efforts. Utilize other listening and feedback channels.
>> For organizations where current events have increased the workload or created more urgency (e.g. healthcare, police force, etc.), or for critical roles within organizations, conduct 15-minute check-ins at least twice per day or shift (virtual if possible). After time evolves (1-2 weeks), you may be able to reduce the frequency of daily check-ins.
>> Information and communication to and from employees is crucial. Teams shouldn’t worry about finding the perfect time for everyone to meet. Sometimes they just need to have a quick meeting, record it, or follow up with those who couldn’t attend to ensure everyone is aligned.
>> Let employees know where you’ll post critical updates, and aim to leverage familiar communication channels if possible. Consider posting non-sensitive or public updates on public platforms (e.g., LinkedIn or social media). This approach can help loved ones/family members stay in the loop for companies they are associated with.