Employee Engagement Survey

Weighing the cow doesn't make it any heavierWeighing the cow doesn’t make it any heavier

If your organization is like many, you might be survey-weary, frustrated that your annual employee engagement survey process loses steam during action planning, and does little to inspire the discretionary effort and bottom-line results that high engagement promises. That’s because surveys alone don’t change anything. People — and sound workplace practices — do.

As an engagement survey vendor, BlessingWhite’s approach is designed using employee engagement survey analysis best practices to provide practical, actionable insights and a framework for driving shared accountability and action to increase engagement every day.

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iNDIVIDUALS: Ownership, clarity, and action.

mANAGERS: Coaching, relationships, and dialogue.

eXECUTIVES: Trust, communication, and culture.

oRGANIZATIONS: Ways of working, what gets recognized and rewarded.

Differentiating features of our employee engagement survey approach:

  • Short, focused, actionable survey (27-40 questions)
  • An intuitive engagement definition and framework
  • Summative indices that reflect our exclusive model of shared responsibilities (executive, manager, and individual) (see left)
  • High-touch, consultative scoping and reporting process
  • Customizable to focus on specific organizational concerns
  • Straightforward team meeting guidelines for driving local ownership and action
  • An on-line portal to support local commitments and hold managers accountable for working with their teams to increase engagement.

Employee Engagement Survey Implementation


You and BlessingWhite agree on specific items, customization as appropriate, demographics to shape reporting, external benchmark, translations, engagement champion identification, special requirements (e.g., kiosks to supplement on-line roll-out), communications strategy, and schedule.


  • Using our Implementation Tools, you orchestrate meetings and communications to set the context of the job engagement survey process in achieving your organization’s strategic objectives.
  • You supply BlessingWhite with a list of all employees with their email addresses and their appropriate demographic information, such as immediate manager, department, division, performance quadrant, etc.
  • You and BlessingWhite ensure, as appropriate, that leaders and engagement champions understand the roles they need to play in supporting the initiative.
  • Site(s) and email invitations are approved and tested.


  • BlessingWhite sends out a unique employee engagement questionnaire survey link to all employees.
  • Employees complete the workforce engagement survey anonymously.
  • Real time response rates are provided daily.
  • BlessingWhite sends out reminder emails as appropriate.


BlessingWhite provides a preliminary overview of the findings to you and confirms the focus and design of a presentation to your senior leaders. Together we identify elements to focus on as an organization and recommendations that suit your specific culture and strategic imperatives.

BlessingWhite senior consultants lead an interactive presentation of the findings and recommendations for the senior team, with the goal of creating organization-wide action and communications plans.

The following reports are provided:

  • High-Level Organization Report (HER), which provides a summary of findings for the organization as a whole.
  • Organization Summary Report for senior leaders, which provides a comprehensive analysis of findings, insights and recommendations (as well as a review of engagement fundamentals).
  • Stoplight Report illustrating favorability across demographics, color-coded to easily spot areas (or managers) with potential best practices to replicate or problems to investigate.
  • Snapshot Analysis Reports for agreed-to demographics (e.g., departments) and for managers with a team of 6 or more direct reports. These reports include not only actionable insights and interpretation guidelines but also guidelines for conducting productive team meetings to increase engagement levels.

Note: Data for demographic categories of 5 respondents or fewer will not be included in reports to protect employee anonymity.


Your engagement survey action planning, like your business strategies, need to reflect your unique situation.
You won’t reach excellence by focusing on external benchmarking.



  • Using the Town Hall template from the Implementation Tools, you work with senior leaders to shape the most meaningful cascading communications of findings and actions. In addition to sharing employee engagement survey analysis results, leaders set the expectation that every member of the workforce owns a piece of the “engagement equation.”
  • Your managers conduct team meetings to drive local accountability and action, using the Team Meeting Agenda in the Snapshot Analysis Report. They summarize the outcomes of the meeting and provide feedback on their experience through the on-line Engagement Portal.
  • Individuals at all levels take identified actions.
  • Managers conduct follow-up team meetings to track progress on agreed-to actions.


The Engagement Portal’s automated reminder system sends emails to encourage managers to summarize the outcomes of their team meetings on-line. You track, through the admin site, whether managers have completed their initial and follow-up team meetings, the outcomes of those meetings, and how managers feel about the process. These insights help ensure accountability and support the sharing of challenges and ideas for increasing engagement.

Actions: Creating a Culture of Employee Engagement — The Engagement Equation

Managers attend up to one day of learning activities exploring what they can do on a regular basis to increase and sustain employee engagement. BlessingWhite facilitators conduct the training or certify your internal engagement champions to present our proprietary engagement model and conduct the manager sessions.

The activities and workbook content cover:

  1. Engagement Fundamentals: A review of what engagement is, why it matters, what drives (or damages) it, and the roles and responsibilities of executives, managers, and individuals.
  2. Engagement Essentials: Three leadership actions that support increased engagement (Establishing Trust, Building Confidence, Unleashing Potential).
  3. Engagement Conversations: Planning and practice in exploring and coaching to team member’s unique engagement drivers in a structured meeting or through continuous, informal dialogue.
  4. Maintaining Momentum: Strategies and a meeting agenda for helping the team keep commitments they made to take control of their engagement.
  5. Engagement Tips & Best Practices: Ideas for addressing career challenges, recognition, employee involvement, development, and other factors that influence employee engagement.
  6. Appendix: Forms and References: Worksheets that support ongoing action and additional resources, like employee engagement research highlights.

An expanded on-line Engagement Portal is available, which contains all the capabilities and tools described above plus additional conversation planning tools and resources that reinforce the in-person learning experience.

More about our employee engagement survey:

a pragmatic temperature check

employee engagement surveyYou don’t need a complicated organizational MRI to accurately diagnose engagement pain-points in the organization. A thermometer (and a lot of hands-on expertise) can suffice.

BlessingWhite’s engagement surveys for the workplace are designed for clients who have grown frustrated with large, expensive, unwieldy surveys that produce a mountain of data but few actionable insights. It provides a chance to “take the temperature” of employee engagement and delivers concise, actionable data analysis and recommendations that you can use to create a culture of high engagement.The diagnostic explores:

  • How do employees feel about your organization and its senior leaders?
  • Do they understand the organization’s direction?
  • How do they feel about their jobs?
  • What would most improve their satisfaction and performance?
  • Are their talents being maximized — and focused on what matters most?
  • What do they think about their relationship with their manager?
  • Will they stay? Why or why not?

1 Response

  1. September 16, 2015

    […] alone don’t change anything. People and sound workplace practices do,” states experts at BlessingWhite, a global consulting firm that focuses on helping organizations maximize the productivity and […]