Employee Engagement Survey Skill

Designs complete employee engagement surveys and provides a framework for analysing and acting on results.

Required Inputs

Ask the user for these if not provided:

• Mode — designing a new survey or analysing existing results
• Survey type (annual / quarterly pulse / post-onboarding / exit / specific topic)
• Company name (for personalisation of question text)
• Company size and stage (startup / scaleup / enterprise — affects question relevance)
• Key areas of concern (optional — e.g. "we have had high attrition on the engineering team")
• Anonymity approach — fully anonymous, team-level reporting only, or individual responses visible to HR
• Length target (short: 5–10 questions / standard: 15–25 / comprehensive: 30+)
• For analysis mode: survey results data (paste as table, CSV, or summary statistics)

Mode Detection

• User provides survey results -> Analysis mode
• User wants to create a survey -> Design mode

Design Mode

Required Inputs

• Survey type (annual / quarterly pulse / post-onboarding / exit / specific topic)
• Company size and stage
• Key areas of concern (optional)
• Anonymity approach
• Length target (short: 5-10 / standard: 15-25 / comprehensive: 30+)

Opening Statement (always include)

"This survey is anonymous. Your responses help us understand what is working and what to improve. Results will be shared with who] and we will communicate actions taken by date]."

Core Questions

Overall Engagement

1. On a scale of 0-10, how likely are you to recommend Company] as a great place to work? (eNPS)
2. I feel proud to work at Company]. 1-5]
3. I intend to still be working here in 12 months. 1-5]

Role and Clarity

1. I understand how my work contributes to company goals. 1-5]
2. I have the tools and resources I need to do my job. 1-5]
3. My workload is manageable. 1-5]

Manager and Team

1. My manager gives useful feedback. 1-5]
2. My manager cares about my development. 1-5]
3. I feel part of a team that works well together. 1-5]

Culture and Belonging

1. I feel I can be myself at work. 1-5]
2. People treat each other with respect. 1-5]
3. Company] lives by its stated values. 1-5]

Growth and Recognition

1. I have opportunities to grow and develop. 1-5]
2. My contributions are recognised. 1-5]
3. I have had a meaningful career conversation in the last 6 months. Yes/No]

Open questions (always include)

• What is one thing Company] should start doing?
• What is one thing Company] should stop doing?
• Anything else to share?

Analysis Mode

Analysis Output

1. Headline Scores | Metric | Score | Benchmark | Trend | |---|---|---|---| | eNPS | -100 to +100] | Industry avg | vs last survey |

eNPS: Below 0 = Concerning / 0-30 = Good / 30-70 = Great / 70+ = Excellent

2. Strengths — Top scoring areas with evidence.

3. Improvement Areas — 3 lowest scoring areas with verbatim comment themes.

4. Action Planning Template | Improvement area | Action | Owner | Timeline | Measure | |---|---|---|---|---|

5. Communication Template — Draft message to share results with employees.

Output Format

• Design Mode delivers: the question set grouped by driver (each with its response scale and the reason it earns its place), the anonymity/threshold rules stated up front, the invitation copy, and the analysis plan written before data exists — so nobody designs the analysis around the answers.
• Analysis Mode delivers: participation and segment coverage first (with the n-below-threshold segments suppressed and said so), driver scores vs. prior wave with the deltas that clear noise flagged, verbatim themes with prevalence counts, and a "three commitments" section — because a survey that doesn't end in visible action is the fastest way to kill next year's response rate.

Quality Checks

• ] Survey includes anonymity statement at the start
• ] eNPS question (0-10 recommend scale) is included in all survey types
• ] Open-ended questions are included (not just Likert scales)
• ] Analysis includes a specific action planning template (not just observations)
• ] Results communication template commits to sharing back with employees by a specific date

Anti-Patterns

• ] Do not launch a survey without committing to a communication-back date — surveys with no follow-through reduce trust and depress future response rates
• ] Do not use only Likert scale questions — open-text responses surface specific themes that quantitative scores cannot, and are essential for action planning
• ] Do not design a comprehensive 30+ question survey as a pulse — pulse surveys that take more than 5 minutes see sharply lower completion rates
• ] Do not present analysis without an action planning template — raw scores without committed actions are the most common reason engagement survey data is ignored
• ] Do not segment results below teams of 5 when anonymity is promised — small-group breakdowns allow individual identification and destroy psychological safety

Example Trigger Phrases

• "Create an employee engagement survey for our team"
• "Design a pulse survey for topic]"
• "Analyse these engagement survey results: paste]"