CPM Employee Engagement Survey Action 2 — Questions and Answers
Question 1: After receiving engagement survey results, what is the FIRST step a manager should take before creating an action plan?
- Share results with HR only
- Acknowledge the results transparently with the team (Correct answer)
- Implement quick fixes to show responsiveness
- Escalate low scores to senior leadership immediately
Correct answer: Acknowledge the results transparently with the team
Acknowledging results transparently with the team builds trust and signals that feedback is taken seriously before any action planning begins.
Question 2: A manager's team scores low on 'my manager listens to my ideas.' Which action most directly addresses this finding?
- Increase team meeting frequency
- Implement a structured ideation channel and commit to responding within 48 hours (Correct answer)
- Send a survey asking employees what ideas they have
- Refer employees to the suggestion box program
Correct answer: Implement a structured ideation channel and commit to responding within 48 hours
Creating a structured channel with a response commitment directly addresses the perceived lack of listening and makes the behavior change concrete and measurable.
Question 3: When prioritizing action items from engagement survey results, which framework is most commonly recommended?
- FIFO — address items in the order they appeared on the survey
- Impact vs. effort matrix to focus on high-impact, feasible changes first (Correct answer)
- Alphabetical listing of themes for systematic coverage
- Address only items where the score fell below 50%
Correct answer: Impact vs. effort matrix to focus on high-impact, feasible changes first
An impact vs. effort matrix helps managers focus limited resources on changes that will most meaningfully improve engagement while remaining achievable.
Question 4: A manager wants to commit to 3 specific actions from survey feedback. How many action items is generally considered optimal per planning cycle?
- 1–2 actions to ensure depth of focus
- 2–3 targeted actions to maintain focus and accountability (Correct answer)
- 5–7 actions to show comprehensive responsiveness
- As many actions as the number of survey questions that scored below average
Correct answer: 2–3 targeted actions to maintain focus and accountability
Committing to 2–3 targeted actions keeps the team focused, prevents initiative overload, and makes follow-through more achievable.
Question 5: Which behavior UNDERMINES the value of engagement survey action planning?
- Setting measurable goals tied to action items
- Revisiting progress in team meetings quarterly
- Creating an action plan but never communicating it back to employees (Correct answer)
- Involving employees in co-creating solutions
Correct answer: Creating an action plan but never communicating it back to employees
Failing to communicate the action plan back to employees signals that feedback was ignored, eroding trust and reducing future survey participation.
Question 6: An employee engagement survey shows high scores in 'job clarity' but low scores in 'career growth opportunities.' A manager should PRIMARILY:
- Focus on maintaining job clarity since it is already strong
- Use the career growth gap as the core theme of the action plan (Correct answer)
- Report the career growth gap to HR and wait for corporate programs
- Assume the career growth score reflects market conditions beyond the manager's control
Correct answer: Use the career growth gap as the core theme of the action plan
Action planning should prioritize the areas with the most room for improvement that are within the manager's influence, such as career growth conversations and development opportunities.
Question 7: When should a manager share engagement survey action plan progress with the team?
- Only at the time of the next annual survey cycle
- At regular intervals such as monthly or quarterly check-ins (Correct answer)
- Only when all action items have been fully completed
- Exclusively through written email updates to avoid uncomfortable discussions
Correct answer: At regular intervals such as monthly or quarterly check-ins
Regular progress updates maintain momentum, show accountability, and reinforce to employees that their feedback continues to matter throughout the year.
CPM Employee Engagement Survey Action 2
After receiving engagement survey results, what is the FIRST step a manager should take before creating an action plan?