HR employee surveys are owned by HR and acted on by managers, and the programme lives or dies in the handover between them. HR plans the cycle, delivers the questionnaire and works the results; the managers receive their team's figure and make one change. If the results and the actions are not kept where both can read them, the survey becomes an HR report and the managers' actions become a memory. The free worksheets on this site keep the record on the org plan HR already maintains.
What HR owns
The plan: which teams, on what cadence, with which questions, sized to the headcount by team on the org plan. The delivery, through whatever tool reaches everyone. And the arithmetic: the eNPS per team worked from the results, with the count behind each figure, compared with the last cycle. The engagement plan template and the eNPS worksheet do the first and third on the page; HR's job is to run them on schedule.
What the managers own
The action. Each manager receives their team's figure beside the company's and records one commitment with a date. HR keeps the list honest by reopening it before the next cycle; the manager keeps the promise. The Federal Employee Viewpoint Survey works the same way at national scale, with agencies publishing action plans against their results, and the mechanism scales down without changing.
The record that joins them
On Orgplanly the plan, the results per team and the actions are records on the same org plan HR staffs the teams from, beside the recruitment, onboarding and training records. An HR employee survey run this way answers the question every executive asks at the next cycle, which is not what the score was but what was done about it.
Questions people ask about hr employee surveys
Should HR or the managers run the survey?
HR runs the cycle; managers act on their team's results. The record is shared.
How often should HR survey?
Once or twice a year on a fixed cadence recorded in the plan; more often and the actions have not landed.
Is the plan free?
Yes. Orgplanly Pro keeps the cycles, results and actions as records.