Engagement Benchmark Review

A structured survey for comparing current employee engagement levels against internal baselines and prior periods. Designed to surface meaningful shifts in engagement drivers — including manager effectiveness, psychological safety, recognition, and intent to stay — so HR and leadership can act on decline signals before they become retention problems.

Overall Engagement & eNPS

• I feel genuinely engaged in my work at this organization.
  Strongly disagree → Strongly agree (1–5). This is the headline engagement indicator tracked period-over-period.
• On a scale of 0–10, how likely are you to recommend this organization as a great place to work to a friend or colleague?
  eNPS anchor item. 0–6 = Detractor, 7–8 = Passive, 9–10 = Promoter. Select the number that best reflects your likelihood.
• What is the primary reason for the score you gave above?
  Open follow-up on your eNPS rating. Your response helps us understand the 'why' behind the number.
• Compared to six months ago, my overall engagement at work has:
  Improved significantly / Improved somewhat / Stayed about the same / Declined somewhat / Declined significantly. This self-reported trend item is the core benchmark comparison signal.

Role Clarity & Meaningful Work

• I know exactly what is expected of me in my role.
  Strongly disagree → Strongly agree (1–5). Mirrors Gallup Q12 item 1 (role clarity).
• My day-to-day work feels meaningful and connected to the organization's goals.
  Strongly disagree → Strongly agree (1–5). Tracks the 'mission connection' engagement driver.
• I have the materials, tools, and information I need to do my job well.
  Strongly disagree → Strongly agree (1–5). Mirrors Gallup Q12 item 2 (resources).
• If you rated any item in this section 3 or below, please share what's getting in the way.
  Open follow-up for detractor ratings. Helps identify systemic blockers to clarity and meaningful work.

Manager Effectiveness

• My manager gives me feedback that helps me improve my performance.
  Strongly disagree → Strongly agree (1–5). Manager feedback quality is a leading indicator of engagement decline.
• My manager genuinely cares about my wellbeing and development — not just my output.
  Strongly disagree → Strongly agree (1–5). Mirrors Gallup Q12 item 5 (manager cares).
• My manager encourages my growth and creates opportunities for me to develop new skills.
  Strongly disagree → Strongly agree (1–5). Growth opportunity through manager is a top retention driver.
• If you rated any manager effectiveness item 3 or below, what would make the biggest difference?
  Open follow-up for detractor ratings. Responses are anonymous and used to shape manager development programs.

Recognition, Belonging & Psychological Safety

• In the past month, I received meaningful recognition for good work.
  Strongly disagree → Strongly agree (1–5). Mirrors Gallup Q12 item 4 (recognition). 30-day recall window reduces recency bias.
• I feel like I belong at this organization — my perspective is valued and I am included.
  Strongly disagree → Strongly agree (1–5). Belonging is a core engagement driver and a leading indicator of voluntary turnover.
• I feel safe raising concerns, disagreeing with decisions, or admitting mistakes without fear of negative consequences.
  Strongly disagree → Strongly agree (1–5). Psychological safety item (Amy Edmondson framework). Low scores here suppress all other engagement signals.
• If you rated any item in this section 3 or below, please describe what you've experienced or observed.
  Open follow-up for detractor ratings. Responses are anonymous. Patterns here often reveal cultural or team-level issues invisible in aggregate scores.

Growth, Development & Intent to Stay

• I have had real opportunities to learn and grow professionally in the past six months.
  Strongly disagree → Strongly agree (1–5). Six-month window aligns with benchmark review cadence.
• I can see a clear path for my career advancement within this organization.
  Strongly disagree → Strongly agree (1–5). Career path visibility is a top-three predictor of intent to stay.
• I intend to still be working at this organization 12 months from now.
  Strongly disagree → Strongly agree (1–5). Intent-to-stay item. This is the most direct leading indicator of voluntary turnover risk.
• If your intent to stay is uncertain or low, what is the primary factor driving that?
  Open follow-up for respondents who rated intent to stay 3 or below. These responses directly inform retention strategy.

Open Feedback & Optional Demographics

• What is the single most important thing leadership could do right now to improve your engagement?
  Unconstrained open-ended item. Responses here often surface themes not captured by any structured scale.
• Is there anything else you'd like to share about your experience at this organization?
  Standard 'Anything else?' close. Preserves space for topics the survey didn't anticipate.
• How long have you been with the organization? (Optional)
  Less than 6 months / 6–12 months / 1–3 years / 3–5 years / More than 5 years. Optional. Collected last to minimize anonymity-perception bias. Used to segment benchmark trends by tenure cohort.
• Which department or business unit do you work in? (Optional)
  Optional. Used only when response volume is sufficient to report at sub-group level without risking de-anonymization (minimum n=5 per group). Leave blank if you prefer not to share.