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“A company’s product must be well made to stand out from the products made by the competition, but a company’s people, and the experience that they provide, are what make a company stand out from the competition.

Energage’s product was extremely well made, and provided my organization with a wealth of knowledge, but in the end it was their people and the experience that they provided that will help Energage stand out from the competition.” Services Organization (NPS)

The Energage Platform

Collect, understand, and amplify the voice of your employees.

Workplace Survey

Gain recognition and increase brand awareness with the industry’s most credible employee survey.

Insights

Take the guesswork out of employee survey data so you can move the needle on culture.

Pulse

Create custom surveys, quickly with confidence, to establish continuous employee communication.

Employer Branding

Uncover your hiring differentiators. Recruit and retain the right talent.

Workplace Survey

Gain recognition and increase brand awareness with the industry’s most credible employee survey.

Insights

Take the guesswork out of employee survey data so you can move the needle on culture.

Pulse

Create custom surveys, quickly with confidence, to establish continuous employee communication.

Employer Branding

Uncover your hiring differentiators. Recruit and retain the right talent.
Platform Overview

Maintain a Connection with Your Employees

In light of the dynamic situation in which we all find ourselves, our survey scientists have worked with HR professionals to create Pulse survey packs designed to equip you with actionable feedback from your employees on operational readiness.

Pulse survey packs will cover topics that include:

  • Remote Working Essentials
  • Remote Working: Communication & Collaboration
  • COVID-19 Business Transition
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The best employee survey + the most powerful AI analysis

Combining an employee survey trusted by thousands of Top Workplaces each year with the most powerful AI survey analysis empowers you with the data and insights you need to retain your best talent. See how you can:

  • Be confident you’re measuring the right drivers of employee engagement.
  • Confidently share outcomes with your team and leaders.
  • Uncover the most important and actionable sections of your results.
  • Access a variety of survey delivery methods to reach more of your employees.
  • Engage managers through smart departmental report sharing.
  • Empower employees by tracking and celebrating actions.

Welcome to Insights

SampleCo – 2020

Your employee engagement survey gave your entire organization a chance to share candid insights that could light the way to better retention, productivity, and growth. If you want to make a difference, acting on survey results gets results.
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What you can expect

Survey Stats
Get a quick look at your response rate, comment count, and how your organization stacked up alongside the benchmark.

Your Culture
At-a-glance view of how employees see organizational culture. You’ll learn what inspires engagement, and what might be letting employees down.

The Big Picture
Looking at OrgHealth results compared to your benchmark and to last survey, this map shows where exactly your organization falls.

Culture Drivers
Culture Drivers is a measurement of employee responses to the statements that measure what actually drives engagement at your organization.

Focus Areas
So you can act on survey results faster, our algorithm studies them to learn what really matters – and where you can make the most significant impact.

Plan for Action
Survey results are great for satisfying curiosity, but to make a real positive difference in your organization you need action. We’ll help you get there.

SampleCo

Employee Engagement Survey

March 2018

81%Response Rate

2018 Survey Stats

Surveys Sent: 917
Responses: 740
Comments: 1973

71%Response Rate

2017 Survey Stats

Surveys Sent: 782
Responses: 555
Comments: 973

69%Response Rate

Benchmark

Information Technology – 2018

SampleCo Culture

Your survey asked employees:
What three words best describe the culture at SampleCo?

The largest words are the most common responses.

These are the words your employees used to describe the culture at SampleCo

funinnovativecreativedynamicenergeticcollaborativeagileuniquepassionateflexibleopenresourcefulgrowthdrivenengagingrelaxedexcitinginterestinguncertainfamilydiversecooperativecutting-edgelivelyconfusinghungrytrustingdisjointeddecliningexcellentclient-focusedaspirationalamazinginefficientfamily-orientedgenerousqualitycommunicationchangingintelligentcommunity-mindedunconventionalimprovingevolvingspontaneousfast-pasedinventivecollaborationenthusiasticfair
Do we see our core values here?

The green words represent the most inspiring and engaging aspects of your culture

funinnovativecreativedynamicenergeticcollaborativeagileuniquepassionateflexibleopenresourcefulgrowthdrivenengagingrelaxedexcitinginterestinguncertainfamilydiversecooperativecutting-edgelivelyconfusinghungrytrustingdisjointeddecliningexcellentclient-focusedaspirationalamazinginefficientfamily-orientedgenerousqualitycommunicationchangingintelligentcommunity-mindedunconventionalimprovingevolvingspontaneousfast-pasedinventivecollaborationenthusiasticfair
Which of our core values turned green? Which didn’t?

The red words represent the uninspiring and disengaging aspects of your culture

funinnovativecreativedynamicenergeticcollaborativeagileuniquepassionateflexibleopenresourcefulgrowthdrivenengagingrelaxedexcitinginterestinguncertainfamilydiversecooperativecutting-edgelivelyconfusinghungrytrustingdisjointeddecliningexcellentclient-focusedaspirationalamazinginefficientfamily-orientedgenerousqualitycommunicationchangingintelligentcommunity-mindedunconventionalimprovingevolvingspontaneousfast-pasedinventivecollaborationenthusiasticfair
Are any of the red words concerning?

The Big Picture

Where you stand in the competition for top talent

You are here

Similar Companies in your benchmark

HighScoresLowScores

Compared to last year…

HighScoresLowScoresUpSince last surveyDownSince last survey

Compared to last year…

HighScoresLowScoresUpSince last surveyDownSince last survey

Culture Drivers

How employees rate the factors that drive engagement

How to read the charts

The 3 most important survey variables

  • Relative score
  • Relative change
  • Relative importance

1. SCORE

WorseBetter

2. CHANGEwhen data for multiple years is available

Scores ImprovingScores Declining

3. IMPORTANCE

Less ImportantMore Important

All Culture Drivers Statements (from high to low)

My job makes me feel like I ampart of something meaningfulNew ideas areencouraged at SampleCoSampleCo operatesby strong valuesAt SampleCo, we dothings efficiently and wellSampleCo enables me towork at my full potentialSampleCo encouragesdifferent points of viewI feel genuinelyappreciated at SampleCoMy manager helpsme learn and growMeetings at SampleComake good use of my timeMy manager makes iteasier to do my job wellI feel well-informed aboutimportant decisions at SampleCoThere is good inter-departmentalcooperation at SampleCoSenior managers understandwhat is really happening atSampleCoMy manager caresabout my concernsI believe SampleCo isgoing in the right direction

Department Health

How individual departments responded to Culture Drivers statements

All Departments

Company LevelLegalManufacturingResearch &DevelopmentSalesMarketingOperations

Strengths

Noteworthy successes to celebrate and study

Strengths

My job makes me feel like Iam part of somethingmeaningfulSampleCo operatesby strong valuesNew ideas areencouraged at SampleCoRisk ManagementData ScienceAverage of middleand bottom scores

Strengths

By Factor
  • Meaningfulness Employees feel like they are part of something meaningful.

    “My job makes me feel like I am part of something meaningful”
    Groups to celebrate:

    • Employees making $30k-50k

    Why meaningfulness matters:
    At your organization, responses to this statement tended to match engagement results. The strengths behind these high scores likely have a notable impact on business outcomes. It’s the difference between laying bricks or building a cathedral – work without meaning is drudgery but meaningful work feels effortless.

  • Values Employees see strong values at work.

    “SampleCo operates by strong values”
    Groups to celebrate:

    • Research & Development employees
    • Company Level employees
    • Employees making less than $30k

    Why values matters:
    At your organization, responses to this statement tended to match engagement results. The strengths behind these high scores likely have a notable impact on business outcomes. If you’re built on a solid foundation of values, your organization can handle challenges and the increasing pace of change.

  • Innovation Employees feel encouraged to share new ideas.

    “New ideas are encouraged at SampleCo”
    Groups to celebrate:

    • Employees hired 3-5 years ago making $50k-100k
    • Employees making less than $30k
    • Employees hired 5-10 years ago making $50k-100k

    Why innovation matters:
    At your organization, responses to this statement tended to match engagement results. The strengths behind these high scores likely have a notable impact on business outcomes. Encouraging new ideas empowers employees to get good ideas implemented and learn why other ideas won’t work.

By Group
  • Risk Management employees have climbing scores

    Top celebrations:

    • Feeling part of something meaningful
    • Operating by strong values
    • Doing things efficiently or well

    Groups to celebrate:

    • Employees making less than $100k

  • Data Science employees scored well above expectations

    “My job makes me feel like I am part of something meaningful”
    Top celebrations:

    • Feeling part of something meaningful
    • Operating by strong values
    • New ideas are encouraged

    Why this matters:
    This group has very high scores.

Focus Areas

Where there’s the most opportunity for improvement

Focus Areas

Average of topand middle scoresLexingtonMy manager caresabout my concernsSenior managers understandwhat is really happening atSampleCoI believe SampleCo isgoing in the right directionEmployees hiredless than a year agoManagers

Focus Areas

By Factor
  • Direction Employees don’t believe in company direction.

    “I believe SampleCo is going in the right direction”
    Groups most affected:

    • Managers
    • Lexington employees
    • Remote – UK Managers

    Why direction matters:
    At your organization, responses to this statement tended to match engagement results. The issues behind these falling scores likely have a notable impact on business outcomes. Employees who believe in the direction of your company invest more of themselves because they know it will make a difference.

    Suggested quick fixes:

    • Make your organization’s direction visible throughout the workspace. Post it in meeting rooms, common areas, etc.
    • Share stories and examples of company direction in action.
    • Reinforce organizational direction in all communication.
    • Check out the Field Guide to Direction to learn more.

  • Clued-in Leaders Employees think senior managers don’t understand what’s really happening.

    “Senior managers understand what is really happening at SampleCo”
    Groups most affected:

    • Managers making more than $100k
    • Employees making more than $100k
    • Managers

    Why clued-in leaders matters:
    At your organization, responses to this statement tended to match engagement results. The issues behind these falling scores likely have a notable impact on business outcomes. If senior managers know what’s really happening, their decisions will boost trust and alignment across the organization.

    Suggested quick fixes:

    • Encourage everyone, especially leaders, to practice active listening skills. Take the time to model active listening in your conversations.
    • Make a point of asking employees for input during meetings.
    • Actively demonstrate a genuine open-door policy for all employees.
    • Check out the Field Guide to Clued-in Leaders to learn more.

  • Concerns Employees think managers don’t care about their concerns.

    “My manager cares about my concerns”
    Groups most affected:

    • Operations employees hired 6-12 months ago
    • Operations employees
    • Employees hired 6-12 months ago

    Why concerns matters:
    At your organization, responses to this statement tended to match engagement results. The issues behind these falling scores likely have a notable impact on business outcomes. Though often underestimated, caring relationships at work are really important to well-being. On top of that, managers have a huge impact on daily life.

    Suggested quick fixes:

    • Encourage managers to schedule 1:1 meetings with their direct reports and make time to discuss their concerns.
    • Prioritize human connection at work. Eat lunch with colleagues, don’t jump always straight to business, and make an effort to remember details from outside work.
    • Ask senior managers to take genuine, respectful interest in their employees’ lives both in and out of the work environment. Modeling this behavior will carry through the organization.
    • Check out the Field Guide to Concerns to learn more.

By Group
  • Managers scored well below expectations

    Top concerns:

    • Not believing in SampleCo’s direction
    • Senior managers not understanding what’s really happening
    • Not enabled to work at full potential

    Groups most affected:

    • Operations employees
    • Specialized Operations employees

    Why this matters:

    This large group has very low scores.

  • Employees hired less than a year ago are a large negative group

    Top concerns:

    • Not believing in SampleCo’s direction
    • Senior managers not understanding what’s really happening
    • Managers not caring about concerns

    Groups most affected:

    • Managers

    Why this matters:

    Due partly to falling scores, this forms a large negative group.

  • Lexington employees scored well below expectations

    Top concerns:

    • Not believing in SampleCo’s direction
    • Senior managers not understanding what’s really happening
    • Managers not caring about concerns

    Groups most affected:

    • Employees making more than $100k
    • Managers making more than $100k
    • Managers

    Why this matters:

    This group has very low scores.

Plan for Action

  • Explore the results
  • Start conversations
  • Take Action

Next Steps

Now it’s time to take action. See how this works with your results.

Schedule a Demo

Schedule a Demo

Use your survey insights to become a talent magnet

Well-informed employer branding initiatives leverage employee data to attract and retain talent that will thrive in your workplace culture. Attract the job seekers that value thae strengths of your organization.

  • Generate 3rd party recruiting content based on your employee survey data
  • Showcase the voice of your employees so candidates know what it takes to thrive and succeed in your unique culture.
  • Arm your employees, social media accounts, and recruiting channels with culture highlights to expand your reach even further.
  • Understand how your new hires assess your employer branding proposition.
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Moving the needle on culture

Through our unified employee engagement platform, Energage customers are successfully recruiting and retaining the right talent for their organization by building, maintaining and branding their unique culture.

“I love the single point of contact! Running multiple workplace awards, it’s hard to stay on track of what each one needs. I love that we have a dedicated Energage rep who keeps me updated and on track for completing everything. They’re honestly the best!”
“Your team is very responsive and easy to work with. It helps a great deal in how the steps are worked out for completion from start to finish. The report is also nice and gives insight to our hotel where we can make improvements.”
“The survey itself elicits the kind of feedback from our employees that is helpful in shaping the way we engage and work with our employees. Our Account Manager was very helpful, coaching and guiding us through the whole process.”

“I love the single point of contact! Running multiple workplace awards, it’s hard to stay on track of what each one needs. I love that we have a dedicated Energage rep who keeps me updated and on track for completing everything. They’re honestly the best!”

“Your team is very responsive and easy to work with. It helps a great deal in how the steps are worked out for completion from start to finish. The report is also nice and gives insight to our hotel where we can make improvements.”

“The survey itself elicits the kind of feedback from our employees that is helpful in shaping the way we engage and work with our employees. Our Account Manager was very helpful, coaching and guiding us through the whole process.”
Customer Successes
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