Employee Engagement & Pulse Surveys

Employee Engagement Surveys That Drive Retention, Not Just Reports

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Our Passion for Talent Strategy Runs Deep, and it Shows

Most employee engagement surveys generate data. Lever Talent’s engagement survey program generates action — from survey design and launch through analysis, focus groups, and a retention playbook your leadership team will actually use. Because measuring engagement is only valuable if you do something with the results.

Currently serving hundreds of clients across all sizes and industries, you can trust us to align your talent to your business strategy and maximize the leverage of your biggest investment.

$ 25.0 B

Current Clients' Annual Revenue

300

Clients Served

Net-Promoter Score

How It Works

Step 1: Design Your Survey

We select and build customized engagement surveys tailored to your organization’s size, industry, and priorities. Lever Talent designs programs to target initiatives like increasing employees' sense of ownership or identifying key engagement items proven to drive business value. We design engagement programs that surface actionable insights — not vanity metrics.

Step 2: Launch & Maximize Priorities

Lever Talent manages the full launch: communications strategy, manager talking points, anonymity protocols, and timeline management. We can help you get 75%+ participation rates — because a survey with less than 40% response is just noise.

Step 3: Analyze & Identify Patterns

Our team analyzes results at the company, department, team, and demographic level. We go beyond top-line scores to identify engagement drivers, risk pockets, manager-specific trends, and the 2-3 levers that will have the biggest impact on retention, performance, and business value creation.

Step 4: Facilitate Focus Groups

Data tells you what’s happening. Focus groups tell you why. Lever Talent facilitates confidential focus group sessions with representative employee groups to add qualitative context to your survey data — uncovering the stories behind the scores.

Step 5: Deliver Your Retention Playbook & Pulse Cadence

You receive a prioritized retention playbook with specific actions for leadership, managers, and HR. We also design a pulse survey cadence — quarterly or bi-annual check-ins — so you’re tracking progress and catching issues before they become crises.

What You Get - From Survey to Strategy

1: Custom Employee Engagement Survey

A fine-tuned survey with 40-60 items covering trust, manager effectiveness, career growth, culture, and workload to identify your key engagement drivers.

2: Engagement Analytics Report

A detailed report with company, department, and team results. Includes industry benchmarking, trend analysis, and data-backed engagement drivers and detractors.

3: Confidential Focus Groups (2 to 4 Sessions)

Lever Talent facilitates 2-4 confidential, moderated focus groups with employees to synthesize survey results and surface honest, actionable feedback.

4: Retention Playbook

A prioritized action plan for leadership, managers, and HR, categorized by impact and ease. Includes 30-day quick wins, 90-day initiatives, and strategic shifts.

5: Team Work Styles Guide

Each manager receives a personalized summary of their team's engagement results and a practical action kit with 3-5 immediate steps to improve their culture.

6: Pulse Survey Design & Cadence

A recurring pulse survey (8–12 items) to track engagement quarterly or biannually. We provide the setup, analysis templates, and support.

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Who This Is For

Companies Experiencing Rising Turnover (100+ Employees)

People are leaving, and you aren't sure why. Our surveys move you from speculation to strategy, while our retention playbook provides the plan to fix it.

Organizations That Haven’t Surveyed in 2+ Years

Remote work and AI have changed everything. If your last survey was over a year ago, you're flying blind. We help you re-establish a baseline and build a recurring measurement practice.

PE Portfolio Companies Tracking Employee Sentiment Post-Acquisition

Acquisitions spark anxiety. Our surveys give PE operating teams a real-time read on sentiment, retention risk, and cultural integration—critical data for protecting your investment.

HR Leaders Building a Business Case for People Investments

You know what your people need, but leadership wants proof. Our surveys provide the data to justify investments in development and culture

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Client Success Stories

What Our Clients Say

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Frequently Asked Questions

What do employee engagement surveys actually measure?

Employee engagement surveys measure how connected, motivated, and committed your employees feel toward their work and your organization. Lever Talent’s surveys cover key engagement drivers including leadership trust, manager effectiveness, career development opportunities, recognition, workload balance, and cultural alignment.

How long does it take to run an engagement survey program?

A full engagement program — from survey design through retention playbook delivery — typically takes 6-8 weeks. Pulse surveys run on a faster cadence — typically 1-2 weeks from launch to results.

What kind of participation rates should we expect?

Lever Talent consistently achieves 75%-85% participation rates through strategic communications planning, manager engagement, guaranteed anonymity protocols, and optimal survey timing.

Are employee responses truly anonymous?

Yes. Lever Talent uses third-party survey platforms with strict anonymity protocols. Individual responses are never shared — results are reported at the team level only when there are 5+ respondents in a group.

What’s the difference between an engagement survey and a pulse survey?

A full employee engagement survey is comprehensive — 40-60 questions covering all major engagement drivers — and typically runs annually or bi-annually. A pulse survey is shorter (8-12 questions) and runs quarterly, tracking a focused set of key metrics over time.

What do focus groups add that surveys don’t?

Surveys tell you what’s happening — focus groups tell you why. Focus groups often reveal root causes that survey data can only hint at, and they make the retention playbook and action-planning process much more actionable.

How do you ensure managers actually act on the results?

Every manager with a team in scope and at least 5 employees receives a personalized action kit with their team’s results and 3-5 specific steps they can take immediately. The retention playbook includes accountability mechanisms, and the pulse survey cadence creates natural checkpoints.

How much do employee engagement surveys cost?

Most engagements for companies between 100-500 employees range from $15,000-$40,000 for the full program. We also offer standalone pulse survey programs for organizations that have already completed a full engagement survey.

Stop Measuring Engagement — Start Improving It

Employee engagement surveys only matter if they lead to action. Lever Talent gives you the data, the analysis, the focus group insights, and the retention playbook to actually move the needle.

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