Engagement Surveys
Find out what your team will not say out loud.
Anonymous engagement and satisfaction surveys, analysed by people who know what to do with the answers, and followed by an action plan your managers can run.
The problem is never the questionnaire.
Almost every company that has run an engagement survey has the same story: a long questionnaire, a decent response rate the first year, a presentation with green and red bars, and then nothing. The second year the response rate halves, because people learned that answering changes nothing.
We treat the survey as the small part of the job. The work is in designing questions that map to decisions you can actually make, protecting anonymity so hard that people believe it, reading the free-text answers properly, and turning the result into three or four changes with owners and dates.
We also help you communicate the results honestly, including the uncomfortable parts. That single act does more for trust than any perk, and it is the reason response rates go up in the second round instead of down.
Survey design
A short questionnaire tailored to your context, mixing validated engagement scales with the specific questions your leadership needs answered.
Real anonymity
Responses are collected by us, never by your IT. We do not report any segment with fewer than five answers, and we say that up front.
Analysis with context
Scores by team, tenure and role, compared against benchmarks and against your own turnover data, not presented as numbers in a vacuum.
Free-text insight
Every open comment is read and themed by a person. This is where the real signal usually is, and where automated tools miss it.
Action plan
Three to five prioritised changes with owners, dates and a cost estimate, agreed in a workshop with your leadership team.
Follow-up pulse
A short pulse check three to six months later to see whether the changes moved anything, and to keep the loop credible.
Measure now if
- Good people are leaving and exit interviews say nothing useful
- One team's results are clearly worse and nobody knows why
- You are about to invest in benefits without knowing what people want
- A previous survey was run and never followed up
- After a merger, restructuring or a round of layoffs
What you get
- A tailored, anonymous survey and full field management
- A results report by team, tenure and role
- A themed analysis of every open comment
- An action plan and help communicating results to the team
Four clear steps
Design
We agree the questions, segments and the anonymity rules.
Field
Launch communication, two weeks open, reminders handled by us.
Analyse
Scores, segments, open comments and comparison to benchmarks.
Act
Leadership workshop, action plan and honest communication to the team.
Employee Engagement Survey, common questions
How do you guarantee anonymity?
Responses come to us, not to your systems, and no segment with fewer than five answers is ever reported separately. We explain both rules to employees before they answer.
How long does the whole thing take?
About three weeks: one for design, two weeks in field, then the analysis and the leadership workshop in the following week.
What is a good response rate?
Above seventy percent for a first survey. If it comes in much lower, that is itself a finding worth discussing.
Do we have to share the results with everyone?
You do not have to, but we strongly recommend it. Surveys that produce no visible response are the reason the next one gets ignored.
What do you need to find out?
Tell us the situation and we will propose a survey scope, timeline and the decisions it should support.
We reply within one business day. info@beehr.co
Not sure this is the right service for you?
Book a free 30-minute HR audit. We map your current state and tell you which service would actually move the needle.