Surveys, Workplace Culture & Engagement
Culture, climate and engagement surveys, employee listening, and careful data analysis, connected to practical action that strengthens belonging, wellbeing and retention. Request focused listening or a broader culture engagement.
Grounded in I-O psychology. Backed by science. Informed by data.
Paid concierge service
Request this service à la carte or as part of a tailored proposal.
Team trainings and client listening have fixed fees provided on request. Complex projects are priced by custom proposal. For comprehensive needs, start with The All-Inclusive Organizational Culture & Engagement Review (priced by number of employees), followed by a separate implementation proposal; bundled discounts may be included in that proposal.
Fees, proposals & intellectual propertyWhat this looks like
Ask the right questions
We clarify what leadership needs to know, then design or adapt a survey that fits your people, your culture, and your goals, with confidentiality protected from the start.
Analyze with care
Responses are aggregated and analyzed for patterns across groups, roles, and themes, so no individual is singled out and the story in the numbers is clear.
Turn findings into sustainable action
You receive plain-language reports and a leadership debrief. Together, we prioritize culture and engagement improvements, connect them to indicators such as retention and absence, and establish measures to revisit over time.
Business impact
Stronger practices. More intentional use of resources.
Without reliable data, organizations often invest in the wrong fixes or act too late. Well-run surveys and careful analysis help focus resources where they matter most and show whether changes are working. Repeated departures, absence, and overloaded teams consume resources that could support your mission. Ethical listening, exit-interview themes, and focused follow-through can help identify conditions contributing to those costs before choosing an improvement.
Where avoidable costs can show up
- Spending on initiatives that do not address the real issue
- Late discovery of burnout, disengagement, or turnover risk
- Recruitment, onboarding, and temporary vacancy coverage
- Overtime, absence coverage, and disrupted service capacity
What we can track together
- Survey participation and engagement scores over time
- Turnover, absence, and retention trends alongside survey results
- Progress on agreed action priorities
- Turnover, absence, and coverage spending
- Engagement trends and aggregated exit-interview themes
- Completion of agreed culture improvements
Research behind the approach
Gallup’s 2024 Q12 meta-analysis covered 183,806 business/work units and 3,354,784 employees. Comparing top- and bottom-quartile engagement units, median differences included 23% higher profitability, 78% lower absenteeism, and 21% lower turnover in high-turnover organizations (over 40% annually) or 51% lower turnover in lower-turnover organizations. These are business-unit associations, not guaranteed savings or evidence that administering a survey alone causes improvement. [1]
Potential cost reductions depend on your starting point, implementation, and other changes in your organization. These sources are external research, not our client results. Establish a baseline, distinguish cash savings from released staff capacity, and account for implementation and ongoing costs before estimating net value. Protect confidentiality when reviewing employee or participant data.
Explore the broader business caseCould this help your organization?
Request scope and fees for this paid service. For wider organizational needs, a paid review informs recommendations for our services or partners and a separate implementation proposal.
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