Employee Engagement Pulse
A 12-question engagement pulse that scores clarity, growth, manager quality, and wellbeing, and names the top 3 things to fix.
Example scenario—not a forecast or verified benchmark. Enable JavaScript to edit inputs, view charts, save locally and export your analysis.
Example inputs
- Number of respondents (optional, for display)
- 18
- I know exactly what is expected of me at work.
- 4
- I understand how my work contributes to the company's goals.
- 3
- I have the tools and information I need to do my job well.
- 3
- In the last month, I have been recognized for doing good work.
- 2
- I can see a path to grow my skills and career here.
- 2
- I am paid fairly for the work I do.
- 3
- My manager cares about me as a person.
- 4
- I get regular, useful feedback from my manager.
- 3
- My coworkers are committed to doing quality work.
- 4
- My workload is manageable most weeks.
- 3
- I often feel burned out by the end of the week.
- 3
- I would recommend this company as a great place to work.
- 3
Example results
Engagement: 52/100 (At risk) across 18 respondents. Fix first: growth & recognition, wellbeing & workload, clarity & purpose.
- Engagement score
- 52/100
- Engagement level
- At risk
- Statements rated favorably (4-5)
- 25%
- Statements rated unfavorably (1-2)
- 17%
- Respondents
- 18
- Clarity & purpose
- 58/100
- Growth & recognition
- 33/100
- Manager & team
- 67/100
- Wellbeing & workload
- 50/100
What stands out
Growth & recognition: 33/100
Hold a career conversation with every employee this quarter and set up a simple weekly recognition habit (shout-outs tied to specific results).
Wellbeing & workload: 50/100
Audit workloads team by team, fix the top 2 sources of overtime or rework, and protect time off.
Clarity & purpose: 58/100
Give every role 3-5 written outcomes and a weekly scoreboard, and connect them to company goals in a monthly all-hands.
Lowest-rated statement scores 25/100
"In the last month, I have been recognized for doing good work." Fixing the specific statement is more actionable than chasing the overall score.
Manager & team is the strongest driver (67/100)
Use it as a lever: ask the people behind this strength to help fix the weakest area.
Next actions
- Hold a career conversation with every employee this quarter and set up a simple weekly recognition habit (shout-outs tied to specific results).
- Audit workloads team by team, fix the top 2 sources of overtime or rework, and protect time off.
- Give every role 3-5 written outcomes and a weekly scoreboard, and connect them to company goals in a monthly all-hands.
- Share the results with the team within two weeks, commit to two visible changes, and re-run this pulse in 90 days.
Model assumptions & limitations
- Scores are self-reported; drivers are weighted equally and each statement maps 1-5 to 0-100.
- 'I often feel burned out' is reverse-scored (agreeing lowers the score).
- If you enter team averages, they are rounded to the nearest whole answer, so small differences between teams may not show.
- Score bands (under 40, 40-59, 60-74, 75+) are a practical scale for prioritizing action, not an external benchmark.