🎯 Goal: Evaluate team comprehension and buy-in through anonymous survey at 6 month and 12 month post-implementation
Six months after launching Westside Logistics’ new substance use disorder policy, HR Director Cordella Jackson initiated Step 4 – Impact Assessment to measure its effectiveness and ensure it was meeting employee needs.
Cordella partnered with Emilia to develop an anonymous, bilingual survey asking employees if they understood the policy, felt safe discussing substance use concerns, and believed the company was supportive. She included open-ended questions to gather honest feedback and suggestions.
As responses came in, Cordella and the leadership team analyzed the data. They saw positive trends: increased awareness, reduced stigma, and more employees seeking help. But they also identified areas needing improvement—some teams lacked clarity, and some supervisors needed more guidance.
Cordella responded proactively. She revised communication materials, scheduled follow-up sessions, and worked with Stan to reinforce consistent policy application. At the twelve-month mark, he repeated the survey to track progress and refine the strategy. The impact assessment wasn’t just about numbers—it was about listening and evolving.
Cordella’s approach turned feedback into action, helping Westside Logistics build a culture of trust, support, and continuous improvement. The policy had become more than a rule—it was a reflection of the company’s values in motion.
- “Design a comprehensive survey to measure employee understanding and acceptance of our substance use policy at 6 and 12 months”
- “What metrics best indicate whether a recovery-supportive policy is creating positive culture change?”
- “Help me create survey questions that assess stigma reduction without making employees uncomfortable”
đź’ˇ Pro-tip: Include both quantitative and qualitative questions. Track not just policy awareness but also whether employees feel safer seeking help. Compare baseline data to show progress over time.