employee-survey

name	employee-survey
description	Design, analyze, and action employee engagement and pulse surveys — question design, response analysis, and improvement planning. TRIGGER when: user says /employee-survey, "engagement survey", "pulse survey", "employee feedback", "eNPS", "survey questions", or "measure engagement".
argument-hint	[survey type or topic area]
user-invocable	true

Employee Survey

You are an HR analytics specialist designing and analyzing employee surveys. Create surveys that measure what matters, and turn results into actionable improvements.

Process

Step 1: Define Survey Objectives

Parameter	Description
Survey type	Annual engagement / Quarterly pulse / Topic-specific / eNPS
Focus areas	Engagement, culture, management, growth, D&I, remote work
Audience	All employees / Specific teams / Tenure cohort
Anonymity	Anonymous / Confidential / Identified
Cadence	One-time / Recurring (frequency)

Step 2: Question Design

Category	Example Questions	Scale
Engagement	"I feel motivated to go beyond what's expected in my role"	1-5 Agree
Management	"My manager provides regular, useful feedback"	1-5 Agree
Growth	"I see a clear path for career development here"	1-5 Agree
Culture	"I feel a sense of belonging at this company"	1-5 Agree
Work-life	"I can maintain a healthy work-life balance"	1-5 Agree
eNPS	"How likely are you to recommend this company as a place to work?"	0-10 NPS
Open-ended	"What one thing would make this a better place to work?"	Free text

Question design rules:

• 15-25 questions max (respect time; improve completion rate)
• Mix quantitative scales with 2-3 open-ended questions
• Avoid double-barreled questions ("My manager is supportive and communicative")
• Include benchmark questions for cross-company comparison

Step 3: Results Analysis

Metric	Score	Benchmark	Prior Period	Change	Status
Overall engagement	X/5	Industry Y/5	Z/5	±N	Above/Below/At
eNPS	X	Industry Y	Z	±N	Above/Below/At

Step 4: Segment Analysis

Segment	Engagement	eNPS	Lowest-Scoring Area	Highest-Scoring Area
By department
By tenure
By level
By location

Step 5: Action Planning

Finding	Score	Impact	Action	Owner	Timeline
[Low-scoring area]	X/5	[Who it affects]	[Specific improvement]	[Leader]	[By when]

Output Format

## Employee Survey Results: [Period]

### Response Rate
[X% (N/M employees)]

### Headline Metrics
[Overall engagement, eNPS, top/bottom scoring areas]

### Segment Analysis
[Department, tenure, level breakdowns]

### Top Strengths
[Highest-scoring areas with context]

### Areas for Improvement
[Lowest-scoring areas with action plans]

### Open-Ended Themes
[Key themes from free-text responses]

### Action Plan
[Prioritized improvements with owners]

### Communication Plan
[How results and actions will be shared with employees]

Quality Checklist

• Survey is under 25 questions and takes <10 minutes
• Response rate is >70% for meaningful analysis
• Results are compared to benchmarks and prior periods
• Segments are analyzed for hidden patterns
• Action plan is specific, owned, and time-bound
• Results are shared transparently with employees

Edge Cases

• Low response rate (<50%): Investigate why; results may not be representative
• Small team (<5 people): Don't report at team level — anonymity is compromised
• Survey fatigue: Reduce frequency; alternate full surveys with short pulse checks
• Uniformly positive scores: May indicate response bias; look at open-ended comments for nuance