Executive Sponsors
Executive sponsorship determines whether the survey is treated as a compliance exercise or as a serious input to organisational improvement.
Your role
| Before the survey | During the survey | After results |
|---|---|---|
| Set the purpose and endorse independent administration. | Promote participation and protect confidentiality. | Own the organisational response and require action. |
| Confirm the survey is connected to workforce planning and improvement. | Ensure leaders make time for employees to participate. | Agree 3 to 5 priorities and a communication rhythm. |
| Support clear communication to employees. | Monitor participation without pressuring individuals. | Track progress through existing business rhythms. |
Decisions you should make early
- What is the main reason Council is running the survey now?
- How will results connect to the Workforce Management Strategy or people plan?
- Who owns action planning after the report is delivered?
- What level of transparency will be used in communicating results?
- How will progress be reviewed and reported?
Executive warning
Do not launch the survey unless Council is prepared to communicate results and act on a focused set of priorities. A survey without follow-through will weaken trust.