Employee engagement survey - diagnosis, report, recommendations
What is an employee engagement survey?
An engagement survey shows how employees perceive their workplace, role and relationships. It will help you identify sources of motivation, barriers to performance and expectations of leaders. We work with different methodologies (surveys, interviews, workshops), always matching the approach to the company's situation.
What dimensions do we measure?
We study a minimum of 14 dimensions of engagement, including:
- clarity of purpose and sense of work,
- task alignment and autonomy,
- work environment and tools,
- relationship with supervisor,
- team cooperation,
- interdepartmental cooperation,
- communication and information flow,
- appreciation and feedback,
- motivation and satisfaction,
- development and learning opportunities,
- work-life balance,
- consistency with culture and values,
- sense of influence and empowerment,
- confidence in leadership and strategy.
Why survey engagement?
- You have hard data on team motivation and satisfaction.
- You detect early the risk of turnover and performance decline.
- You design apt development and communication programs.
- You reinforce a culture of dialogue and transparency.
- Leaders decide based on facts, not intuition.
How do we work and with what tools?
- We combine several methodologies to cover the full picture of the organization.
- We use technology that provides instant reports in various cross sections, with multiple metrics and cross-question analysis.
- The reports are clear and the tools are stable and intuitive to use.
- Implementation in PL and ENG, online/offline/hybrid.
What challenges does the engagement survey solve?
- Low motivation → data on reasons and priorities for action.
- Conflicts/collaboration → diagnosis of relationships and communication.
- Turnover → early signals and retention plan.
- Lack of data → measurable indicators and clear reports.
How do we measure the effects of the survey?
- Cross sections: teams, departments, roles, seniority, locations (by metrics).
- Internal/external benchmarks and trendline over time.
- List of "quick wins" for 90 days + medium/long-term plan.
What can you do today to get started?
- Send a brief description of your engagement challenges.
- Arrange an online diagnostic - we'll show you tools and sample reports.
- Start piloting the study in 4-6 weeks in your chosen department.
Do you want to know what your strengths are as an employer, build an effective salary and non-salary benefits package, find out the sources of job satisfaction and dissatisfaction, see what percentage of the workforce identifies with the company?
If you needanswers to the above questions, then the satisfaction and engagement survey is for you.
What range of information will you get?
- Engagement and satisfaction levels - overall score and results for key areas.
- Key influencers - what most strongly increases or decreases engagement in your organization.
- Indexes and priorities - satisfaction, importance and eNPS indexes along with a list of areas for rapid improvement.
- Benchmarks - comparisons to the performance of other organizations (where available).
- Team insights - results for organizational cells (with a minimum of 5 responses), comparisons to company averages, and strengths and weaknesses.
- Cross-sectional analysis - overview of results by metric: department, age, gender, seniority, leadership status.
- PowerPoint reports - a version for internal presentations with clear conclusions for management.
- Development recommendations - expert conclusions to support corrective and development actions.
What is the scope of reporting and forms of presentation of results?
- Comprehensive quantitative and qualitative reporting - numerical data and qualitative comments from employees.
- Summary report - a summary of the results of the entire organization:
- overall levels of engagement and satisfaction,
- key factors influencing engagement,
- satisfaction, importance and eNPS indexes,
- market benchmarks.
- Team reports - detailed results for teams (min. 5 people), comparisons with the total company, and identification of strengths and weaknesses.
- Cross-sectional analyses - by metrics: department, age, gender, seniority, management status.
- PowerPoint reports - presentation of results with charts and recommendations, tailored to the needs of management.
- Development recommendations - practical expert conclusions indicating corrective and developmental actions.
Why conduct an engagement survey with Heuresis?
Most problematic issues in engagement research
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Public sensitivity: how do you build trust in the survey?
We ensure full anonymity, clear communication of the purpose of the survey and transparent data processing rules. Together with management and HR, we prepare a neutral message of "why" and "how" - the key to candid responses.
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Low response rate: how do you increase attendance?
We use an outreach campaign, a short survey window, reminders, mobile access and "ambassadors" in teams. Upon request, we run offline support (paper/hot-desk) for employees without regular computer access.
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Concerns about anonymity and RODO: how do you address them?
We minimize the scope of data, use directly non-identifying metrics, minimum size thresholds in reports (e.g., ≥7 people), separation of access roles and encryption. We publish a survey privacy policy.
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Bias and falsification: how do you reduce measurement error?
We design the scale and order of questions, use reversed items, rotations, control questions and triangulation (survey + qualitative). Cross-analyses detect inconsistencies and acquisition/submission effects.
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Survey fatigue: how do you take care of the participant experience?
We limit length, group topics, communicate real time, allow pause and return. The interface is simple, mobile accessible and screen reader friendly.
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Supervisor influence: how do you avoid managerial pressure?
We train staff on their role in the survey, prohibit the collection of individual responses by supervisors, and show reports at levels of aggregation that prevent individual identification.
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Metrics and cross sections: how do you report without risk of identification?
We use "n ≥ threshold" rules, combine categories with low counts, and mask fields when necessary. Still, we maintain a rich cross-section (department, seniority, role, location) for decision utility.
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Execution mode: remote, paper-based or hybrid?
We execute in any mode - online, paper-based or hybrid. The key is to standardize experience and timelines so that the data is comparable between groups.
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"What's next for the results?": how do you ensure that the loop is closed?
Right away, we plan communication of results, prioritization workshops and a list of "quick wins" for 90 days and action owners. This builds credibility in the process and willingness to participate in future waves.
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Why is it necessary to work closely with the client?
Attendance, trust and usability of applications depend on working together: a clear sponsor, consistent communication, agreed metrics, deadlines and readiness for implementation. We provide the method and tools, you provide the context and decision-making.
Have us do an engagement study - we'll help you understand what really motivates your team and how to use it to grow your business.