Action planning

Survey results are only as good as your action plan

Turn your employee engagement survey results into an engagement action plan people own, then watch the score actually move.

4.7/5 on G2ISO 27001SOC 2GDPR

Trusted by people teams in 190+ countries

From results to action

A score is step one, not the finish line

A score on a dashboard changes nothing by itself. This is the loop that turns your results into owned action, and proof the number actually moved.

Step 1 · Read

See where you stand

Every driver, eNPS and participation, in one view.

Step 2 · Prioritize

Fix what matters first

The drivers dragging your score, surfaced first.

Step 3 · Assign

Give it an owner

An owner and a due date on every action.

Step 4 · Track

Drive it to closure

Every action moving on a shared board.

Step 5 · Prove

Watch the score move

Re-pulse and confirm the number changed.

Read the results

See exactly where to act

Every driver, eNPS and participation score from your employee engagement survey results in one view, cut by team, location and manager.

  • eNPS, promoters, passives and detractors at a glance.
  • Participation, response rates you can act on.
  • Driver scores, recognition, workload and growth, by team.
Act before it escalates

Catch the comment that becomes a resignation

The moment a comment turns urgent, we flag it, alert the owner, and open a two-way anonymous thread, so critical feedback never sits unread.

From survey results to a score that moves

30 mins live demo

Assign and track

Turn feedback into owned tasks, tracked to closure

Capture an issue while you read the survey results, turn it into an owned task, and move it to closure on a shared board.

  • Prioritize actions with drag and drop.
  • Delegate to owners with full context.
  • Track deadlines with automatic reminders.
Table stakes, handled

Everything the loop needs, handled

Exports, reminders, HRIS sync, deadlines and role-based access, everything your employee engagement survey results need to become owned action.

Share & export01 / 05

Results leadership actually reads

One click turns the loop into an exec-ready recap, in whatever format the room wants.

ExcelCSVPDFPowerPointShareable link
Q2 board recap
Engagement
Up 6 points this quarter
42eNPS
88%Participation
17/20Actions
Export deckPDFPPT🔗 Link
Nudges02 / 05

Actions that never stall

Automatic reminders reach owners where they already work, until every action is closed.

EmailSlackMicrosoft Teams
Slack2 actions due this weekSlack · to Jordan
Microsoft TeamsRecognition plan needs an updateTeams · to Sam
GmailWeekly digest sentEmail · 4 owners
Integrations03 / 05

Plugs into your HR stack

Two-way sync keeps people data in step, so the loop runs on the systems you already trust.

WorkdaySuccessFactorsADPBambooHR
Workday
SuccessFactors
ADP
BambooHR
Syncing hierarchy, tenure and location, live.
Deadlines04 / 05

Every action on a clock

A due date and an owner on every task, so nothing quietly slips past the quarter.

Due datesOwner on every actionReminders
Launch a peer-kudos programOpen
Peer-kudos rolloutDue in 3 days
Owner: Jordan3 of 4 steps done
Access05 / 05

The right view for every role

Scoped dashboards and anonymity thresholds, so managers act on their teams without ever seeing who said what.

Role-based accessAnonymity thresholds
CHROAll teams
HRBPRegion
ManagerOwn team
Hidden · fewer than 5 responses
Who it is for

One loop, every role on the people team

Role-based access gives each level the same action loop, from reading results to proving impact, scoped to exactly what they own.

Outcomes with CultureMonkey

What changed when these teams switched on CultureMonkey

Real numbers from real customers: the before, the after, and CultureMonkey in between.

Robertshaw

4x

eNPS growth

eNPS climbed from 9.21 to 38.11 in three years of listening, acting, and closing the loop in CultureMonkey.

Read the Robertshaw story →

United Bank

80%

Survey participation

Participation reached 80% across 2,000+ employees once the surveys moved into CultureMonkey.

Read the United Bank story →
Proof

Teams that turned results into action

In their own words: HR leaders on what happened when their employee engagement survey results turned into owned action.

Mollie Mock Kaufman at United Bank
Their real-time data analysis, combined with insights from the People Science team, helped us uncover key focus areas, align our strategy with industry benchmarks, and strengthen our leadership development efforts.
Mollie Mock KaufmanUnited Bank
View case study
Susan Gardner, CHRO at Aujan Coca-Cola
CultureMonkey has an amazing time-to-action. Their action-oriented customer success team went above and beyond to help us launch employee surveys to our blue-collar workforce across geographies in just 7 days.
Susan GardnerCHRO · Aujan Coca-Cola
View case study
Beverly Wise, Chief Impact Officer at Linkbank
We had our own engagement model with seven key drivers, and they helped align it with their research-backed methodology. Together, we created a customized, data-driven experience that reflected who we are.
Beverly WiseChief Impact Officer · Linkbank
Esther Geldenhuys, People Operations at Econofoods
CultureMonkey's support during our first company engagement survey was phenomenal. With omni-channel reminders through WhatsApp and text, we reached nearly 80% participation.
Esther GeldenhuysPeople Operations · Econofoods
View case study
G2 Spring 2025 award badge for CultureMonkey
4.7 / 5 on G2Recognized across support, usability and results, Spring 2025.
FAQ

Employee engagement survey results, answered

Action plans

What should you do with employee engagement survey results?
Act within two weeks: share the topline, pick two or three priority drivers, and give each an owned action with a due date. The sequence: read results by driver, prioritize the biggest dips, assign owners, track to closure, re-pulse to prove the score moved. CultureMonkey runs that full loop in one platform, so nothing stalls.
How do you turn engagement survey results into an action plan?
Group results by driver, such as recognition, workload or manager support, pick the two or three lowest, and write one specific action for each with a named owner and a due date. Small plans win: one to three actions per team. CultureMonkey recommends actions per driver and tracks them on a shared board the day results land.
How do you prioritize which employee feedback to act on first?
Sort by impact and urgency: critical comments and attrition signals first, then the lowest scoring drivers affecting the most people, then quick wins that show employees they were heard. CultureMonkey scores sentiment on every comment and flags urgent feedback in real time, so you can rank your first five actions in one session.
How do I act on critical or negative feedback quickly?
Route it the moment it lands. CultureMonkey flags critical comments in real time and alerts the right owner, so nothing sits unread. Use the anonymous two-way conversation for context, assign a dated action, and track it to closure. Acknowledge critical feedback within 24 to 48 hours, before a flagged risk becomes a resignation.
How should HR communicate employee engagement survey results to employees?
Share results within two weeks, even if mixed. Lead with participation and strengths, name the two or three drivers you will act on, and say what happens next. Cascade twice: an all-hands for the org story, then manager-led team conversations. Employees expect honesty and a visible plan, and follow-through lifts the next survey.
How soon after an engagement survey should we share results and start acting?
Share toplines within one to two weeks and start visible action within a month; wait longer and employees conclude nothing will happen. A realistic cadence: leadership in week one, team conversations in week two, owned action plans by week four. CultureMonkey keeps results, actions and owners in one platform to shorten each step.
What should we do about low scores on an employee engagement survey?
Treat a low score as a located problem, not a verdict. Read the comments behind the lowest driver, acknowledge the result honestly, then commit to one or two focused actions with owners and dates. Re-pulse that driver in four to eight weeks. Low-scoring teams often move fastest once employees see their feedback acted on.

Managers & access

Can managers act on their own team's engagement survey results?
Yes, and they should: teams whose manager owns the follow-up act faster than teams waiting on HR. Role-based access scopes each dashboard to the manager's own team, and anonymity thresholds hide any group below your minimum responses. Managers see their drivers and action board, HR sees org-wide progress, no one sees who said what.
How do I share engagement survey results with managers without breaking anonymity?
Use role-based access plus anonymity thresholds. Each manager sees only their own team, and any cut under your minimum response count, commonly five, hides automatically. Share driver scores and themes, not raw comment lists, and keep managers in their own dashboard instead of forwarded spreadsheets, where anonymity usually breaks.
What happens if you ignore employee engagement survey results?
Participation collapses first: employees who see no action stop answering honestly, then stop answering at all, and attrition risk follows. Rebuild trust by acknowledging the silence, acting visibly on one or two issues, and closing the loop publicly. United Bank hit 80% participation across 2,000+ employees once surveys drove action.

Proving impact

How do you prove an engagement action plan actually worked?
Re-survey the same driver and compare. Run a short pulse four to eight weeks after actions close, on the same questions, and report the before and after per driver. Robertshaw used this loop in CultureMonkey to lift eNPS from 9.21 to 38.11. Pair the trend with participation and actions closed, so leadership sees cause, not seasonality.
How is CultureMonkey different from exporting survey results to a dashboard?
A dashboard shows the score and stops. CultureMonkey closes the loop: it reads every comment, recommends the next action per driver, assigns owners with due dates, nudges them in Slack, Teams and email, flags critical feedback, and re-pulses to prove impact. Managers act through role-based access instead of waiting on an HR export.
What is a good employee engagement survey score, and how should we benchmark ours?
As a rule, an eNPS above zero is workable, above 20 is strong, and above 50 is exceptional, but your trend matters more than any absolute number. Benchmark three ways: against your last cycle, your industry, and your internal teams. CultureMonkey includes industry and driver-level benchmarks, so you know whether a 42 is a sector win.
How do you present employee engagement survey results to leadership or the board?
Lead with three numbers: the headline score and its movement, participation, and actions closed since last cycle. Then tell one driver story: the dip, the action, the re-pulsed score. Boards fund loops that provably move numbers. CultureMonkey exports board-ready recaps in Excel, PDF or PowerPoint with exactly this structure.
How often should we survey employees again after acting on results?
Re-pulse the drivers you acted on four to eight weeks after actions close, and run the full engagement survey every six or twelve months. This two-speed rhythm proves each action worked without over-surveying. CultureMonkey automates both: targeted pulses track acted drivers, the annual survey resets the baseline in one trend line.

Stop reporting results
Start acting on them

Turn your employee engagement survey results into owned action plans, close the loop, and prove the score moved. See it live in 30 minutes.

★★★★★ 4.7/5 on G2 · SOC 2 · ISO 27001 · GDPR