Employee engagement & culture diagnostic

What it works from

• Open-text employee engagement survey comments
• Respondent identifiers, department details and tenure bands
• Optional overall engagement scores, such as eNPS or a five-point rating
• Workplace theme definitions aligned with the organisation’s survey framework

What you get back

• Employee engagement and culture diagnostic report
• Theme-level sentiment findings covering leadership, managers, workload, recognition, career growth, pay and benefits, culture and wellbeing
• Department-by-theme sentiment heatmap
• Department and theme comparisons based on average sentiment assessments scores as applicable

Why this is expensive by hand

Open-text engagement surveys capture concerns that headline scores often miss, but interpreting hundreds of comments consistently takes time and can flatten mixed views. In practice it shows up as making sense of mixed feedback: separates positive and negative views within the same comment, so praise for managers does not obscure concerns about workload. Assesses sentiment only for themes employees actually mention. It is the kind of work that decides whether a recommendation survives scrutiny — and the kind that quietly eats 2–3 weeks of senior time whenever it comes round.

How this Skill produces it

Here the same job runs as a Skill. Your material goes in; employee engagement and culture diagnostic report comes out, alongside theme-level sentiment findings covering leadership, managers, workload, recognition, career growth, pay and benefits, culture and wellbeing. The criteria, ordering and review points that make the answer trustworthy are encoded in the Skill itself — which is the difference between a structured method and a prompt someone pastes in. Net effect: 2–3 weeks down to ~40 minutes, no drift between runs, and every conclusion traceable back to the evidence behind it.