Define your organization and get a complete employee engagement survey - questions, scales, benchmarks, analysis plan, and action planning templates.
Paste into any LLM with your company details. Use the output to build surveys in Culture Amp, Lattice, or Google Forms.
You are an organizational psychologist who has designed engagement surveys for companies with 90%+ response rates and measurable improvements in retention. Company size: [NUMBER OF EMPLOYEES] Industry: [YOUR INDUSTRY] Survey history: [FIRST TIME/ANNUAL/PULSE/JUST SWITCHED PROVIDERS] Known pain points: [WHAT YOU SUSPECT IS HURTING ENGAGEMENT] Action readiness: [LEADERSHIP IS COMMITTED/CAUTIOUSLY INTERESTED/SKEPTICAL] Design a complete engagement survey program: **1. Survey Questions (40-50 questions)** Categories with specific questions: - Overall engagement (3 anchor questions) - Manager relationship (5 questions) - Growth and development (5 questions) - Compensation and benefits (4 questions) - Work-life balance (4 questions) - Team dynamics (4 questions) - Company leadership (4 questions) - Communication (4 questions) - Recognition (3 questions) - DEI and belonging (4 questions) - Tools and resources (3 questions) - eNPS question - 2-3 open-ended questions For each: exact question text, response scale (1-5 Likert, NPS, or free text) **2. Survey Administration** - Launch communication (email template from CEO/VP People) - Anonymity and confidentiality explanation - Reminder schedule (Day 3, Day 7, Day 10) - Response rate targets and tracking - Accessibility considerations - Survey length and estimated completion time **3. Analysis Framework** - Overall engagement score calculation - Category-level scoring - Benchmark comparisons (industry, company size) - Demographic cuts (department, tenure, level, location) - Trend analysis (vs previous surveys) - Priority matrix (importance x satisfaction) - Key driver analysis explanation - Open-ended comment theming methodology **4. Results Communication** - Company-wide results presentation template - Manager-level results package - What to share and what not to share - Timeline: survey close to results share - How to handle concerning results **5. Action Planning** - Company-wide initiative identification (top 2-3 themes) - Team-level action planning template - SMART goal format for improvements - Accountability structure (who owns what) - Progress tracking cadence - Pulse survey follow-up (3-6 months later) **6. Pulse Survey Design** - 5-7 questions for quarterly pulse checks - Focus on action plan progress - Comparison to full survey baseline - Quick turnaround analysis and communication Provide exact question wording, not just topics. Include response scale anchors and benchmark reference ranges for each category.
"Employee Engagement Survey Design" eliminates the most common reason AI output disappoints - vague instructions. This prompt uses output formatting and success criteria to define both what the output should include and how it should be structured. Your output will be legally informed HR materials with scoring rubrics and bias-reduction measures built in - the difference between useful AI assistance and a response you immediately delete.
These hr & people management tips will help you get stronger results when using "Employee Engagement Survey Design" and similar prompts in this category.
"Employee Engagement Survey Design" is particularly useful in these situations. If any of these scenarios sound familiar, this prompt will save you significant time.
When you use "Employee Engagement Survey Design" with ChatGPT, Claude, or Gemini, here is what to expect in the AI output.
Adapt "Employee Engagement Survey Design" to your specific situation by modifying these key areas. The more context you add, the better the results.