Skip to content

Building Employee Engagement
One Person at a Time

Are you ready to see real results from
your employee engagement survey?

Research-based Employee Engagement Survey Questions

Download a sample Employee Engagement Survey to see how we measure the factors that drive engagement and employee satisfaction. As an expert employee engagement surveys provider, we customize each employee feedback survey to collect relevant and actionable feedback from your employees. We use specific questions to measure your employees’ engagement level along with actionable questions that measure employee satisfaction.

Online People Analytics Tool

The Leadership Intelligence System (LIS) provides your organization with the most powerful people analytics tools available. It enables executive team members and managers to pinpoint specific actions that will improve organization effectiveness and create an engaged culture. With over two decades of design behind it, LIS takes your complicated organizational structure and breaks it down into manageable reports, including divisions, teams, functions, matrixed reporting, managers, geographies- you name it. We simplify complexity, and provide quick, accurate, data-driven intelligence through your easy-to-read employee engagement survey dashboard.

Employee engagement surveys
employee engagement survey

Employee Engagement Insights & Analytics

We make our surveys with data available to you. But how do you turn that data into actionable efforts? Our consultants work with you to analyze the information, identify the overall themes, and dig into the wealth of information the survey contains- that’s Leadership Intelligence. This means you truly hear the message your employees are trying to deliver. The Leadership Intelligence System helps your managers quickly spot trends, compare populations and tie in your business metrics to show you how overall engagement directly impacts company performance- and the bottom line.

Action Planning With Expert Guidance

While we provide the most sophisticated, yet simple-to-understand reporting tools found anywhere, it doesn’t end there. One of the most frequently overlooked (and most important) pieces of the process is rolling out the results and developing action plans. In addition to the guidance you receive from our team of engagement experts, DecisionWise will provide you with concise manager reports, access to our Depot online action planning tool, and a strategy and training for your senior leaders and employees. This is where feedback becomes action, and action drives business results within the work environment.

Employee Engagement Action Planner Tool

We Work with You Every Step of the Way

We start by understanding your organization and what you need to measure. What is the current organizational culture? What is your organization going through? What’s most important to your organization right now, and in the future? We understand what matters most to your success. As employee experience consultants, we customize a survey based on those needs, and begin the process of collecting feedback. With a strong survey and effective administrative process (let us do the work!), we get strong, actionable survey data. We partner with you to analyze and interpret the results. But it doesn’t end there. Our comprehensive action planning helps ensure that the data is turned into an strategy focused on action and results.

Employee Engagement Benchmarks

Our comprehensive employee engagement surveys include benchmarks which allow you to get a clear view of the playing field: identify the high-performing companies in your industry, understand how you compare, and set goals to improve your culture. In fact, during the past year alone we have compiled more than 30 million survey responses.

employee engagement benchmarks

We Wrote the Book on Employee Engagement

ENGAGEMENT MAGIC ® : Five Keys for Engaging People, Leaders, and Organizations shows how managers can leverage the five keys, Meaning, Autonomy, Growth, Impact, and Connection, to help employees achieve high engagement.

Most leaders understand that engaged employees are passionate about their jobs and deliver better results, and most of us know what it’s like to either be engaged or disengaged in a workplace where we spend most of our waking hours. Yet, most don’t understand how it really works.

Based on over 28 million employee survey responses across 70 countries-the most extensive employee survey database of its kind-ENGAGEMENT MAGIC ® combines principles of psychology and motivation with solid business concepts. Written by internationally recognized experts in leadership and engaging employees, ENGAGEMENT MAGIC ® provides actionable advice that will reduce employee attrition, encourage initiative, drive growth and profit, and increase personal engagement in one’s work.


Most managers don’t understand the concept of employee engagement, and even less know how to create an engaged within their teams. Engagement isn’t just about an employee engagement software solution, although our survey software is the most advanced tool in the industry. It’s about creating an engaged company culture. Based on our book, ENGAGEMENT MAGIC: Five Keys for Engaging People, Leaders, and Organizations, the DecisionWise ENGAGEMENT MAGIC® Training is an intensive learning experience that provides an in-depth understanding of how to create an engaged culture.

Employee Satisfaction vs. Employee Engagement

Many organizations spend quite a bit of money and resources on misguided efforts to improve employee engagement which only contribute to employee satisfaction. Employee satisfaction is influenced by factors such as pay, benefits, safety, tools, resources, and perks. These factors need to be in place so that employees are satisfied with their jobs but increasing these factors will not create an engaged employee. Therefore, having satisfied employees is just the tip of the iceberg in creating an engaged workforce.

What is Employee Engagement?

Employee Engagement occurs when we find Meaning, Autonomy, Growth, Impact, and Connection- MAGIC -in what we do. The DecisionWise ENGAGEMENT MAGIC ® model of employee engagement stems from two decades of research, gathering and analyzing feedback from tens of millions responses in over 70 countries. As an employee engagement survey vendor, we show you which elements are driving engagement in your organization, where they’re missing, and what to do about it.

Measuring Employee Engagement

The DecisionWise survey is a customized tool with each employee engagement survey question founded in research that is actionable, validated, and reliable. Actionable employee engagement survey questions produce results that a manager can easily interpret and take action on to improve. Valid employee survey items simply measure what they are supposed to measure. And reliable employee engagement questions produce similar results each time they are used. There are two types of questions on the DecisionWise survey. The first type measures the overall level of employee engagement. We call these anchor questions. Anchor questions measure the current state of employee engagement that a worker feels. The average score of these anchor questions produce an overall employee engagement score.

The second type of question measures the drivers of engagement in the organization. These questions make up the bulk of the survey and measure things like leadership, organization policies, teamwork, and the job experience. Comparing scores from the driver questions to those of employees who are fully engaged based on the anchor question scores, shows which items influence employee engagement in the organization.

Administering an Engagement Survey

Our team of assessment consultants can administer surveys online via email or a stand-alone kiosk or with paper forms. Online surveys are the easiest to administer and provide the most flexibility and accuracy for reporting. Paper surveys are best for employees who do not have ready access to a computer.

To achieve high participation on an employee engagement survey, communicate the purpose and intended outcomes of the survey. Employees will want to know that their valuable feedback will both be kept confidential and used to make improvements in the organization. Make sure to provide enough time for employees to complete the engagement survey and recognize their participation efforts.

Analyzing Employee Engagement Survey Results

The results should be rolled out to all levels in the organization to allow managers to work with their employees to develop action plans. The amount of detail provided to each manager will vary. Executives will have access to the results for the entire organization including breakouts by demographic categories such as tenure, gender, and department. Front-line managers normally only receive results for their respective group. Our online reporting tool is the most advanced system in the industry. It allows complete flexibility to drill down by any number of groups in the organization.

The HR team will want to compare the employee engagement survey results to industry benchmarks, internal business metrics, and past trends. The HR team is also relied on to answer questions from the executive team and other managers about any number of data points and needs to be have easy access to query and analyze the data.

Action Planning

Action plans are normally created at the executive level for the organization and by each manger for his or her work group. The executive team will need time to process the results and decide on the two or three main themes that are most important to the organization. Executive team action plans are created during an Engagement Summit meeting and are rolled out to the employee survey companies. Individual managers are responsible for creating action plans with their teams to address areas within their control.

Action plans are about more than seeing a box checked in our online action planning tool. It takes time, energy, and follow-up to ensure that real change is being made in the organization. DecisionWise partners with organizations to create a “what’s next?” plan and execute the implementation to improve performance.