Master Your HR Yearly Calendar – Streamline and Simplify with Esko
An HR yearly calendar helps you plan and schedule the most important HR tasks throughout the year. With Esko's intelligent survey tools, you can stay on top of every step – from measuring employee experience to identifying training needs and improving communication.
January
Building the Foundation (January - March)
Pulse Survey
Focus:
Employee morale post-holidays
Outcome:
Organization-wide trend analysis for early adjustments.
Key Actions:
Distribute a short, anonymous pulse survey to all employees.
Ask targeted questions about workload, well-being, and team cohesion.
How to Go Through the Results:
Analyze Results: Use simple charts to identify overarching themes.
Share Insights: Present department-specific results to team leads for further review.
Take Action: Share one improvement initiative based on survey findings within the month.
February
Equality Audit
Focus:
Organization-wide equity in pay, opportunities, and representation.
Outcome:
Identify disparities and prioritize inclusivity initiatives.
Key Actions:
Use standardized equality survey questions across departments.
Leverage AI to highlight gaps in pay equity, promotions, and representation.
How to Go Through the Results:
Executive Summary: Share anonymized findings with leadership.
Deep Dives: Schedule cross-departmental workshops to discuss key findings.
Prioritize Initiatives: Announce organization-wide goals for improving equity, supported by the data.
March
AI-Driven 1:1 Feedback Analysis
Focus:
Synthesize insights from supervisor-employee conversations.
Outcome:
Actionable, anonymized themes for leadership to address.
Key Actions:
Train supervisors on conversation frameworks and encourage transparency.
Use AI to group feedback into themes like career growth, workload, and leadership support.
How to Go Through the Results:
Organization-Level Analysis: Discuss common themes in leadership meetings.
Departmental Action Plans: Provide department heads with specific suggestions for improvement.
Follow-Up: Share progress in a company-wide update or newsletter.
Q2: April
Strengthening the Core (April - June)
Quarterly Pulse Survey
Focus:
Monitor changes in engagement and satisfaction since Q1.
Outcome:
Track trends and implement course corrections.
How to Go Through the Results:
Trend Analysis: Compare results with Q1 pulse survey to identify changes.
Team-Level Discussions: Share results in team meetings, focusing on actionable feedback.
Immediate Adjustments: Address pressing issues within 30 days.
May
Leadership Feeback Survey
Focus:
Immediate Adjustments: Address pressing issues within 30 days.
Outcome:
Guide leadership development programs.
How to Go Through the Results:
Leadership Workshops: Share findings with leadership teams in dedicated training sessions.
Progress Check: Set improvement goals and evaluate progress in the next leadership survey.
Take Action: Share one improvement initiative based on survey findings within the month.
June
Peer-to-Peer Feedback Initiative
Focus:
Build collaboration and improve team dynamics through structured peer reviews.
Key Actions:
Transparency and enhanced teamwork.
How to Go Through the Results:
Aggregate Feedback: Share peer feedback with teams anonymously to build trust.
Celebrate Wins: Highlight positive examples of collaboration.
Action Plan: Address areas of concern through team-building exercises or training.
Q3: July
Driving Engagement (July - September)
Mid-Year Pulse Survey
Focus:
Gauge mid-year engagement and identify summer slump issues.
How to Go Through the Results:
Discuss Trends: Share findings with team leads to identify seasonal dips.
Quick Wins: Introduce initiatives like flexible schedules or summer events based on feedback.
August
Comperehensive Employee Study
Focus:
Measure satisfaction, engagement, and overall well-being for the first half of the year.
How to Go Through the Results:
All-Hands Meeting: Present high-level insights to the entire organization.
Department Reports: Share department-specific data with leaders to address targeted issues.
Strategic Adjustments: Use findings to inform Q4 planning.
September
Team-Building Feedback Survey
Focus:
Evaluate team-building initiatives' impact on engagement
How to Go Through the Results:
Feedback Review: Share team-specific feedback in team meetings.
Iterate Activities: Adjust future team-building activities based on survey insights.
October
Reflection and Future Planning
(October - December)
(October - December)
Equality Progress Check
Focus:
Measure progress on equality initiatives launched in Q1 and beyond.
How to Go Through the Results:
Compare Data: Analyze trends from the initial equality audit.
Report Progress: Share updates in a company-wide meeting or newsletter.
Plan for Next Year: Set new inclusivity goals based on findings.
November
End-of-Year Pulse Survey
Focus:
Wrap up the year by assessing engagement and satisfaction levels.
How to Go Through the Results:
Year-in-Review: Share a report summarizing yearly survey trends.
Employee Discussions: Hold team discussions to reflect on the year and align on 2025 priorities.
December
Goal-Setting Feedback Survey
Focus:
Collect input on organizational goals for the coming year
How to Go Through the Results:
Leadership Alignment: Use feedback to align leadership goals with employee needs.
Transparency: Share finalized goals and initiatives with the entire organization.
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