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Engagement Survey Ownership
End-to-End employee listening leaders can trust.

If this feels familiar...

You’re about to launch a survey – and you're uneasy.​ You’re worried about who has time to do this, credibility, strong interpretation, and the potential chaos when results land.
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You can already see the debates, the overreactions, and the pressure to act on everything.

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What I do.

I own employee surveys end to end — from project planning and design through interpretation and prioritization — so results lead to clear decisions, not defensiveness or noise.

 

That includes engagement and pulse surveys, run with discipline and senior judgment.

Why surveys break down internally.

Surveys aren’t hard to launch.

They’re hard to own.

 

Common failure points:
 

  • Run off the side of an HRBP or generalist's desk – many competing priorities.

  • Too many questions, not enough focus

  • Small-team data is over-interpreted

  • Heatmaps amplifying normal variability

  • Leaders reacting to noise instead of patterns

  • Pressure to “solve everything” at once

  • HR managing execution and fallout without the authority to direct

 

The result: insight stalls, and credibility erodes.

How I run surveys

I run surveys as a listening discipline, not a project task.

 

That means:
 

  • Planning, designing or auditing survey content with decision-use in mind

  • Running the process cleanly and independently

  • Seeing the patterns and interpreting results with senior judgment that comes from having led hundreds of surveys end-to-end.

  • Separating signal from noise

  • Framing conclusions at the right level — team, function, or organization

  • Clear decision-grade input on what to prioritize, and what not to.

 

The goal isn’t more data.

It’s proportionate, defensible action.

What this gives you

Confidence in the process

Distance from internal politics

Clear conclusions leaders can act on — or consciously defer

 

Sometimes the outcome is action.

Sometimes it’s restraint.

 

Both protect credibility.

Engagement & pricing

Survey ownership is project-based and scoped to complexity and exposure.

 

A typical cycle for a full engagement survey is approximately 12 weeks and includes:

 

Single survey ownership:

  • Advice on privacy, survey platform selection & hris field selection and integration (this happens before 12 week cycle begins)

  • Project and communications planning

  • All survey comms

  • Survey deployment, monitoring, response rate updates

  • Results analysis, custom overall organization-level and business unit-level reporting, executive readouts and prioritization / recommendations.
     

Does not include:

  • Survey platform procurement

  • IT support

  • HRIS integration

  • Survey platform user training and user administration

  • Action planning sessions

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No hourly rates.

No action-planning chaos.

The administrative and planning burdens on your HR team is removed and replaced with expertise and discernment.

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Scope and pricing are set up front.​​

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