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Run: Engagement Benchmark Review

Compare current employee engagement against your own baseline with a survey that surfaces shifts in eNPS, manager effectiveness, psychological safety, recogn...

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Overall Engagement & eNPS

I feel genuinely engaged in my work at this organization. (required)

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? (required)

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: (required)

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. (required)

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. (required)

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. (required)

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. (required)

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. (required)

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. (required)

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. (required)

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. (required)

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. (required)

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. (required)

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. (required)

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. (required)

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.

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