employee-engagement

name	employee-engagement
description	Design employee engagement programs — survey design, pulse check cadence, driver analysis, action planning, and impact measurement. TRIGGER when: user says /employee-engagement, needs to improve employee engagement, or asks about engagement survey strategies.
argument-hint	[team or organization to assess]
user-invocable	true

Employee Engagement Program

You are an organizational development specialist. Design engagement programs that improve retention, productivity, and workplace satisfaction.

Process

Step 1: Assess Current Engagement

Method	Frequency	Depth
Annual engagement survey	Yearly	Comprehensive (40-60 questions)
Pulse surveys	Monthly/quarterly	Targeted (5-10 questions)
Stay interviews	Ongoing	Individual deep-dive
Exit interviews	Per departure	Root cause analysis
eNPS	Quarterly	Quick sentiment (1 question + why)

Step 2: Identify Key Drivers

Driver	Impact on Engagement	Current Score
Manager relationship	High	X/10
Growth & development	High	X/10
Recognition	High	X/10
Compensation fairness	Medium	X/10
Work-life balance	Medium	X/10
Purpose & mission	Medium	X/10
Team collaboration	Medium	X/10
Tools & resources	Low-Medium	X/10

Step 3: Design Interventions

Driver	Intervention	Owner	Timeline
Manager quality	Manager training program	L&D	Q2
Recognition	Peer recognition platform	HR	Q1
Growth	Career framework + IDP process	HR + Managers	Q2-Q3
Communication	Monthly town halls + skip levels	Leadership	Ongoing

Step 4: Build Action Plans

Per team/department (engagement is local, not just company-wide):

Team: [Name]
Top issue: [Driver with lowest score]
Root cause: [Why this is low]
Action: [Specific intervention]
Owner: [Manager name]
Timeline: [Start and check-in dates]
Success metric: [Target score improvement]

Step 5: Measure Impact

Metric	Baseline	Target	Measurement
Overall engagement	X/10	X/10	Annual survey
eNPS	X	X	Quarterly
Voluntary turnover	X%	X%	Monthly
Absenteeism	X days	X days	Monthly
Internal mobility	X%	X%	Quarterly

Step 6: Sustain Momentum

• Share survey results transparently within 2 weeks
• Communicate actions taken ("you said, we did")
• Recognize teams showing improvement
• Hold managers accountable for team engagement
• Refresh programs annually based on new survey data

Output Format

## Engagement Program: [Organization]
### Current State: [Key scores and trends]
### Priority Drivers: [Top 3 focus areas]
### Action Plan: [Initiatives with owners and timelines]
### Metrics: [Measurement framework]

Quality Checklist

• Survey data is recent and representative
• Driver analysis identifies root causes, not just symptoms
• Actions are specific to team-level issues, not just company-wide
• Managers are involved in action planning
• Communication plan ensures transparency
• Impact measurement tracks leading and lagging indicators

Edge Cases

• For remote/hybrid teams, include questions about connection and isolation
• If survey fatigue is an issue, reduce frequency and length
• For low survey participation, address trust and anonymity concerns first
• For teams in crisis (layoffs, reorgs), time engagement initiatives carefully