Success Story
TÜV AUSTRIA
Employee surveys and assessment of psychosocial demands in a corporate group.
Client reviewsSurvey follow-up
What happens the day after the analysis?
Findings need to be shared, discussed and translated into decisions. We plan the follow-up with you, from preparing leaders to workshops and agreed next steps.
Discuss your projectHow we approach the project
A priority needs someone to take responsibility.
What should change? Who will take the next step? How will you recognise progress? These questions structure the action-planning process.
PriorityWhat should change?
ResponsibilityWho will take ownership?
Next stepWhat happens, and by when?
ReviewHow will we recognise progress?
Your project scope
What we develop with you.
For organisations seeking to turn survey findings into dialogue and practical implementation.
01
A plan for sharing the findings
02
Preparation and support for leaders
03
Facilitated interpretation and prioritisation workshops
04
An action plan with responsibilities and reviews
The process
Prepare the survey together.
01
Share findings clearly
02
Explore themes through dialogue
03
Agree actions and responsibilities
04
Review progress together
How can we keep actions from being forgotten?
A small number of clear priorities, named owners and agreed review dates provide a stronger basis for implementation.
Before you begin
Frequently asked questions.
Can you work with existing survey results?
We can discuss whether and how existing findings can be used. Data quality, context and the steps already taken matter.
Who is involved in the follow-up?
That depends on the organisation and the objective. Leaders, employees, HR and employee representatives may take different roles.
How can progress be recognised?
Together, we define what progress would look like. Feedback, implementation steps and, where appropriate, follow-up surveys can contribute.
How do many findings become a small number of priorities?
We help participants consider relevance, scope for influence and available resources. This creates a manageable set of priorities with concrete next steps.
Can internal leaders facilitate the discussions themselves?
Yes. We agree what preparation, discussion guides or support would be useful. Complex or sensitive situations may benefit from additional facilitation.
From practice
TÜV AUSTRIA
Employee survey · Psychosocial risk assessment · Follow-up
The project
Employee surveys and assessment of psychosocial demands in a corporate group.
Read client reviewsYour next step
What would you like to understand better?
Let's discuss your project: objectives, context and how you want to work with the findings.
A conversation about your organisation.
Send us a brief outline of your project. We will arrange a suitable time to talk.
Discuss your project