Understand what keeps people engaged — and what drives them out
We design employee surveys that help leaders identify the conditions associated with retention, burnout, and performance — and separate the factors an organization can act on from the ones it can only monitor.
Who it is for: HR leaders, executives, and program directors who need evidence about their workforce before committing to retention investments, reorganizations, or culture initiatives.
Decisions this research supports
- Which retention levers deserve budget — and which are unlikely to move turnover
- Where burnout risk is concentrated, and whether it is a workload, management, or resourcing problem
- Whether an engagement program is actually changing anything between waves
- How to prioritize manager development based on evidence rather than anecdote
- What exiting employees say that current employees will not
Capabilities
- Employee engagement surveys
- Turnover intention and retention research
- Burnout and wellbeing measurement
- Organizational culture assessment
- Manager effectiveness feedback
- Pulse survey programs
- Onboarding and exit research
- Subgroup and driver analysis
Typical methods
- Census and sample-based survey designs
- Validated engagement and burnout scales combined with organization-specific items
- Nonresponse weighting against HR records
- Driver analysis and turnover-intention modeling
- Open-ended coding with dual-coder adjudication
What you receive
- Findings report connecting results to specific decisions
- Subgroup crosstabs and driver rankings
- Technical appendix with instrument, response rates, and weighting
- Executive briefing session
- Re-measurement plan for tracking change
Related work
Industries where this work is common
Common questions
How do you protect employee anonymity?
Reporting thresholds suppress any subgroup small enough to identify individuals, raw data stay with the research team, and the confidentiality approach is stated to employees in plain language before fielding — because response honesty depends on it.
Can you work with our existing survey history?
Yes. Prior waves can be harmonized for trend analysis where question wording allows, and we will tell you explicitly where wording changes make comparisons unreliable rather than chart them anyway.
How long does a typical employee study take?
A focused engagement or retention study typically runs several weeks from kickoff to findings, depending on organization size, instrument complexity, and how much internal coordination fielding requires. You receive a realistic timeline at proposal stage, not after signing.