The following information is designed to prepare you for your upcoming Design Consultation meeting.


What to expect:

The Design Consultation meeting is a two hour session where we will talk about different elements of your organisation to gain an in-depth understanding of what things impact employee engagement.

During the session you will be asked lots of questions, it is our job to use this information to create your draft survey.

These questions will focus on the 4 Key Engagement Factors (the main elements which influence how engaged an individual feels at work):

  • Job – how a person feels about their role
  • Leadership – how a person feels about leadership – both in terms of how the business is led and how they are managed on a daily basis
  • Business – how a person feels about the business itself
  • Team – how a person feels about the people they work with and other teams within the organisation


Our survey structure:

Our standard survey structure is designed to ask the optimum number of questions in a way that ensures you receive the feedback you need to make positive changes.

We ask a total of 36 questions which are split across 6 survey sections (dependant upon the different areas of engagement we need to cover).

Each survey section contains 5 agreement questions (based on positive engagement statements) and one free text question to gain a deeper understanding of the survey category topic.

Please note:  We cannot exceed the maximum number of questions as this is aligned to industry analysis of the maximum number of questions a user will answer before losing interest (which results in poor quality feedback).


Survey objective:

Having a clear objective for conducting your survey will allow you to assess whether your project has been successful. It is important to set an objective with outcomes based on both what you want to achieve as a result of getting the feedback and what responding to the feedback will achieve later.

e.g. A good survey objective would be “To gain a clear understanding of why people stay working for this business to help us achieve our target of reducing staff turnover”. – the survey will provide the understanding and the actions will ultimately reduce the turnover.


Survey questions:

At this stage it is not necessary to get drawn into thinking about what specific questions you would like to ask your team (that’s where our expertise comes in).

Instead, start to think about what elements of the 4 key engagement factors are relevant and important to your business.

The following list takes a closer look at each of the 4 factors and details some of the elements we will be talking through. This is by no means an exhaustive list but should provide you with enough information to get you thinking.

As you read through ask yourself:

  • Does this apply to our business?
  • Are we interested in understanding our teams’ views on this?
  • Is this something which is important to our business?
  • Are we in a position to make changes in this area?


The Engagement Factors


• General satisfaction/happiness

• Job enablers – e.g. physical work environment

• Reward & benefits – e.g. financial reward/bonus

• Clarity of role requirements – e.g. job descriptions

• Impact on personal life – e.g. work/life balance

• Growth – e.g. promotion opportunities


• Personal support & wellbeing – e.g. wellbeing support available

• Performance management – e.g. feedback & recognition

• Perception of leadership capability – e.g. role modelling expected behaviours

• Leadership structure – e.g. perception of hierarchy

• Trust in leadership – e.g. ability to make good business decisions


• Connection with business – e.g. sense of pride working for the business

• External brand/image – e.g. whether the external brand matches the internal culture

• Products and services offered – e.g. how well the business understands/meets their customers’ needs

• Business performance – e.g. confidence in future state of business

• Business ethics & culture – e.g. application of business values

• Business processes – e.g. availability and effectiveness of internal policies

• Business change – e.g. how well change is managed

• Business approach to employee wellbeing


• Goals – e.g. team alignment with business goals

• Support – e.g. how well the team support each other

• Team working – e.g. how different teams work together

• General environment – e.g. general attitude within the team

• Team make up – e.g. diversity & inclusion

• Dependant departments – e.g. how departments support one another


If you have any additional questions ahead of your Design Consultation, please get in touch.