Employee engagement
Run clear, confidential pulses, follow the signals over time, and show people what happens after they share their voice.
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Watch in 50 secondsA safe space to speak openly. Short, recurring, anonymous surveys.
Participation: the share of your team that responded. Collective insights, without individual profiles.
Ratings 4 and 5 count as favourable. An aggregated view of the team experience.
eNPS: willingness to recommend the company, on a scale from minus 100 to plus 100.
See where action is needed. The overall result is improving; some teams need attention.
Turn signals into clear commitments: one action, one owner and one date.
Share what is being done and when it will be reviewed. Continuous listening. Constant improvement.
76%+3 pts from previous cycle
Sustainable workload57%
−4 pts from previous cycleGrowth opportunities68%
+6 pts from previous cycleManager support81%
+2 pts from previous cycleAugust pulseCloses 22 Aug · 8 days left
29of 35 responded83%
Questionnaires
Make participation feel simple from the first question. A clear questionnaire and an honest confidentiality explanation help people understand both the task and the boundaries around their response.
Begin with a focused engagement questionnaire designed for a quick, understandable response.
Use a consistent scale, save progress, and explain confidentiality before the first answer.
Keep the questionnaire stable enough to follow meaningful movement between pulses.
Your progress6 of 8 answered
I receive the support I need from my manager.
1Low2345HighI have real opportunities to learn and grow.
1Low2345HighMy workload is sustainable.
1Low2345HighHow likely are you to recommend this company as a place to work?
0Low12345678910HighConfidential listening
Merified records participation apart from answers, shows a team’s results only from five responses, and keeps comments anonymous. Smaller teams stay protected instead of appearing as a score of zero.
Close the loop
A pulse becomes useful when the response is visible. Publish what you heard and the action you are taking while the context is still fresh.
Sustainable workload57%−4 pts
Launch weeks pile work onto the same few people.Review date: 30 Sep
Results
Move from the headline numbers into the drivers underneath them. Each result stays attached to its response count and a compatible comparison.
Keep engagement score, eNPS, participation, and comments in one readable overview.
Compare each result with a compatible closed pulse rather than silently changing context.
Start from the weakest driver instead of reducing every signal to one number.
Favourable by driverWeakest signal first
Engagement programme
Launch a focused pulse when it matters, keep the audience and response window explicit, and compare closed cycles without losing their context.
Response window8 Aug – 22 Aug14 days
8 Aug8 days left22 Aug
Define when the pulse opens and closes so people know when their input is needed.
Make eligibility explicit before launch and keep the response count connected to that audience.
Return to previous cycles, their results, and the action that followed.
One programme, every cycle
Keep each pulse, result, and published action in one history. Company and team views respect the same confidentiality rules as the organisation changes.
Use the same foundation across compatible cycles so movement remains meaningful.
Hide groups that could reveal an individual, even when a filter would otherwise expose them.
Keep the action published after each cycle next to the result that prompted it.
August pulseOpen
8 Aug – 22 Aug · 29 of 35 respondedResults appear when the pulse closes.
June pulseClosed
4 Jun – 18 Jun · 30 of 34 respondedFollow-upTeams plan launches together and review workload every month.
March pulseClosed
2 Mar – 16 Mar · 27 of 32 respondedFollow-upOpen roles are shared with everyone before we hire externally.
November pulseClosed
3 Nov – 17 Nov 2025 · 24 of 30 respondedFollow-upEvery team agrees written role expectations before the end of January.
Start with one focused pulse, then build a listening rhythm your team can understand and trust.
Launch weeks land on the same few people. Planning them together would help.
My manager keeps our one-to-ones even in the busiest weeks.
Now that openings are shared internally first, I can see where I could go next.
Clearer priorities each quarter would make planning easier.