Timeline and email templates: Running the leadership survey

When?	As a manager, what steps do you need to take?
2-3 weeks before starting the feedback process with the Leadership Role Compass	Self-reflection: Familiarize yourself with our leadership model and start reflecting on your leadership to make the most of our survey. How? Read our article: Before the survey: Reflecting on your leadership
1 week before starting the feedback process with the Leadership Role Compass	In your team: Inform your participants about your Leadership survey coming up. Explain to them that their feedback is important to you. If you want to give them more information on the Leadership Role Compass, you can share our template e-mail (see below) with your participants. In platform: Schedule the Leadership survey. This article provides a step-by-step guide on how to set it up.
During the feedback collection period	Response rate: Monitor the response rate and send a reminder to your participants if it is low (see our e-mail template below). Keep in mind that for confidentiality reasons, you need at least 5 respondents in order to view feedback from your team. Tip! Once the survey is running you can still add participants or change the closing date. Click on Your survey in the 360° Feedback tab
After the Leadership Role Compass end date	Results: Your team members' feedback will automatically be shared with you. Self-reflection: Take time to reflect on the results and their potential meaning. Use our Guide section in the platform for direction and help. Tip! If your response rate is too low after the closing date. Go to Your survey in the 360° Feedback tab and click on Reopen.
After the Leadership Role Compass	Thank the participants for providing feedback. Follow up on the results: Team outreach: Communicate your insights with the team and use the results as opportunities for clarification and alignment. For direction and help, use our Guide section on the platform. Support by peer managers: If you want to develop further, seek additional support by talking to your own direct manager or to peer managers.

____________________________________________________________

E-Mail Templates

On our platform, you can send standard invitation and reminder emails to participants.
Additionally, the two email templates below can be copied and used to personally inform your participants about the upcoming Leadership survey

E-mail template 1: Inform participants about the upcoming Leadership survey

Subject: Your opinion matters: Leadership Role Compass survey

Hi Team,

I'm reaching out to invite you to participate in the upcoming Leadership Role Compass survey—a tool designed to help me understand and improve my leadership approach based on your feedback.

Your input is essential, not only for my development but for fostering a culture of open communication and continuous improvement. The survey is completely anonymous, ensuring your responses remain confidential. A high response rate is needed for meaningful results, so your participation makes a real difference.

Why participate? The Leadership Role Compass benefits everyone. It helps build strong leadership within our company, values your feedback, and supports your growth with a manager who better understands your needs.

Thank you for sharing your honest thoughts. Together, we can create a stronger, more aligned team.

Best regards,

Your Name

E-mail template 2: Reminder in case of low response rate

Subject: Friendly reminder: Your feedback is crucial

Hi Team,

This is a reminder to take part in the Leadership Role Compass survey, a tool that lets me better understand and improve my leadership based on your feedback. Your responses are completely anonymous, ensuring confidentiality, and every response counts to make the results meaningful.

What’s in it for you? Participating helps build a company with strong leadership, ensures your feedback is valued and acted on, and allows you to work with a manager who understands what you need to thrive.

Thank you for your valuable insights and for helping us create a culture of continuous improvement.