Free resource · Employee engagement

The Engagement Strategy Audit.

Three ways to move from an annual event to a meaningful conversation. Twelve statements, scored 1–5. Total out of 60. Takes about ten minutes — and tells you exactly where to focus first.

Engagement isn't a survey. It's a strategy. This audit will show you where yours stands.

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01 — Audit Your Asks

What you ask shapes what you can act on.

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1
Our survey questions are behavior-based, not feeling-based.
1 = Mostly subjective ("I feel…")·5 = Mostly observable ("I have…", "I can…", "I've done…")
2
Every question on our survey passes the "Action" filter.
1 = We ask broadly, including about things outside our control·5 = If we're not willing or able to act on it, we don't ask it
3
Our questions surface root causes, not just confirm symptoms.
1 = We measure satisfaction or feeling states·5 = Each question gives a manager something specific they could act on in 90 days
4
Employees had real input into what gets asked.
1 = Vendor-standard questions; no customization·5 = Employees helped design and pressure-test the questions

02 — Audit Your Discussion

Fatigue isn't from frequency. It's from silence.

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1
Engagement lives inside the meeting cadences we already have.
1 = It only comes up around the annual survey·5 = It's a recurring thread in 1:1s, team meetings, and leadership reviews
2
We capture qualitative themes between formal surveys.
1 = Scores only; we wait until the next survey to learn anything new·5 = We have lightweight, ongoing mechanisms to surface and aggregate themes
3
Employees hear back about what their feedback revealed before the next round.
1 = Months later, if at all·5 = Themes are shared back within weeks
4
When engagement dips between surveys, we can see it and respond.
1 = We have no visibility between surveys·5 = We have signals and a defined process to act early

03 — Audit Your Action

Solve with employees, rather than for them.

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1
Ownership of post-survey action is distributed across the system.
1 = It sits with HR alone, or it's unclear·5 = Employees, managers, and senior leaders each have clear, visible roles
2
Employees help decide what to act on, not just respond to what we ask.
1 = Employees are informed of decisions made elsewhere·5 = Employees help identify priorities and shape the goal
3
Our post-survey goals are scoped: one focus area, one team, one timeframe.
1 = Goals are vague, broad, or open-ended·5 = Each team has a small, specific, visible goal before the next round
4
Employees can name a specific change tied to their feedback.
1 = Most employees couldn't name one thing that changed·5 = Every employee can name a change that came from their input

The 48-hour prompt

What's the one thing you're going to do in the next 48 hours as a result of this audit?

Score every statement to unlock your result (12 to go).