Employee Engagement Pulse Survey
A 12-question pulse survey, a consent note, an analysis method and an action-plan template. Includes a worked example and an anonymous survey method.
A useful pulse survey needs a clear purpose, safe participation and an honest analysis method.
I designed the survey, consent note, analysis method, action-plan template and a separate simulated worked example.
I use aggregate reporting, a minimum group size of five and a publication threshold of 20 volunteer responses.
Take the 2-minute anonymous survey
The earlier page was a survey template with no response form. Participation now uses an external anonymous form, once its link is configured.
0 of 20 reviewed responses so far
The external survey link has not been supplied. No responses are collected on this site.
Do not name your organisation or any individual.
The survey
Your current workplace or study environment
1 Strongly disagree · 5 Strongly agree
- 01I understand what is expected of me.
- 02My manager (or mentor) supports me when I need help.
- 03I receive recognition when I do good work.
- 04I see opportunities to learn and grow.
- 05My workload is manageable most weeks.
- 06I can balance work or study with personal commitments.
- 07People are treated fairly and respectfully.
- 08Communication from leadership is clear.
- 09I have the tools and information I need.
- 10I feel safe raising concerns.
- 11 · How likely are you to recommend your workplace or study environment to a friend? (0–10)
- 12 · One thing we should start, stop or keep.
Consent note
This pulse survey is a portfolio project run by Amida. It is voluntary and anonymous. The form does not ask for or store your name or email. Standard hosting logs may record technical data such as your IP address, and I do not use them. Please do not write names or sensitive details in open-text answers. Results are shown only as aggregates, and no group smaller than five people is shown. Responses are used only for this project and deleted within 90 days after the results are published. You can skip any question or stop at any time. Questions: amidasaleem05@gmail.com.
Analysis method
- % favourable (4–5 rating) per question
- Mean score
- eNPS = % promoters (9–10) minus % detractors (0–6)
- Thematic coding of open text (tag, count, example theme, never quote identifiable text)
- Minimum group size five for any breakdown
- Small-sample caution
Small-sample caution: these results describe the volunteers who responded, not all employees or students.
Action-plan template
| Theme | Evidence | Action | Owner | Timeline | Success metric |
|---|---|---|---|---|---|
| Example, not real data |
Results
Results appear here once at least 20 people have responded and I have reviewed them.
Worked example (simulated)
SIMULATED DATA, 24 fictional responses, to demonstrate my analysis method. These are not real results.
24 responses
Skipped questions are excluded from each metric’s denominator.
| The survey | Answered | % favourable | Mean score |
|---|---|---|---|
| I understand what is expected of me. | 24 | 70.8% | 4.00 |
| My manager (or mentor) supports me when I need help. | 24 | 75.0% | 4.21 |
| I receive recognition when I do good work. | 24 | 45.8% | 3.38 |
| I see opportunities to learn and grow. | 24 | 70.8% | 3.79 |
| My workload is manageable most weeks. | 24 | 41.7% | 3.33 |
| I can balance work or study with personal commitments. | 24 | 50.0% | 3.46 |
| People are treated fairly and respectfully. | 24 | 58.3% | 3.88 |
| Communication from leadership is clear. | 24 | 41.7% | 3.29 |
| I have the tools and information I need. | 24 | 66.7% | 3.75 |
| I feel safe raising concerns. | 24 | 54.2% | 3.71 |
I understand what is expected of me. · 71%
My manager (or mentor) supports me when I need help. · 75%
I receive recognition when I do good work. · 46%
I see opportunities to learn and grow. · 71%
My workload is manageable most weeks. · 42%
I can balance work or study with personal commitments. · 50%
People are treated fairly and respectfully. · 58%
Communication from leadership is clear. · 42%
I have the tools and information I need. · 67%
I feel safe raising concerns. · 54%
eNPS: -17
Context groups
| Context groups | n |
|---|---|
| Workplace | 14 |
| Study | 10 |
Small-sample caution: these results describe the volunteers who responded, not all employees or students.
Highest favourable: manager support 75%, role clarity 71%, learning and growth 71%. Lowest: workload 42%, leadership communication 42%, recognition 46%. eNPS −17 (6 promoters, 10 detractors, 8 passives). Groups: Workplace n=14, Study n=10.
Illustrative action plan
| Theme | Action | Owner | Timeline | Success metric |
|---|---|---|---|---|
| Workload (42% favourable) | Run a workload and priorities review | Manager | 30 days | Favourable rating above 55% |
| Leadership communication (42%) | Fortnightly leadership update | Leadership | 45 days | Above 55% |
| Recognition (46%) | Monthly recognition round | Managers | 30 days | Above 55% |
Small samples cannot support broad conclusions. Real aggregates are published only after consent and privacy review.
In a live setting I would repeat the pulse quarterly, add team-level cuts where groups are large enough, and track actions to closure.