Question 1

How do you measure employee engagement?

Accepted Answer

With a short survey segmented by immediate manager rather than by department, and a five-response confidentiality threshold. We run it in French and English. The useful number is never the company average, it is the gap between your strongest team and your weakest one.

Question 2

Do we need an employee engagement or recognition platform?

Accepted Answer

Probably not yet. A platform makes visible the recognition that already exists, it does not create it. If your managers are not recognizing anyone today, the tool will show an empty wall and you will have paid to find that out. Build the habit first, then decide whether software helps.

Question 3

Our head office is outside Quebec. Can you run this for our Quebec team?

Accepted Answer

Yes, and it is a good share of our English work. We handle the Quebec side: the survey in French, focus groups in French, local managers trained in the room. You get the analysis and the plan in English, so head office can read it without a translation round.

Question 4

How long does an employee engagement mandate take?

Accepted Answer

About six weeks from the first meeting to the plan. The survey stays open ten business days, analysis and focus groups take two weeks, and the manager session follows. We remeasure six months later on the same statements, so you can see what moved.

Question 5

Is the survey anonymous?

Accepted Answer

Yes, and the threshold is what makes it real. Under five responses in a team, nothing is published, not to you and not to that manager. It is restrictive in small teams. It is also the reason people answer honestly the second year.

Employee engagement

Measure by manager

Find the real cause

Build the habit

What you walk away with

Where to go next

Employee satisfaction survey generator

Exit interview questions