# 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

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## 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**
4. I understand how my work contributes to company goals. [1-5]
5. I have the tools and resources I need to do my job. [1-5]
6. My workload is manageable. [1-5]

**Manager and Team**
7. My manager gives useful feedback. [1-5]
8. My manager cares about my development. [1-5]
9. I feel part of a team that works well together. [1-5]

**Culture and Belonging**
10. I feel I can be myself at work. [1-5]
11. People treat each other with respect. [1-5]
12. [Company] lives by its stated values. [1-5]

**Growth and Recognition**
13. I have opportunities to grow and develop. [1-5]
14. My contributions are recognised. [1-5]
15. 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?

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## 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]"
