Pm-claude-skills employee-engagement-survey

Design an employee engagement survey and analyse results. Use when asked to create an employee survey, engagement questionnaire, pulse survey, or eNPS survey. Also use when asked to analyse survey results. Produces a complete survey with questions, rating scales, and an analysis framework.

install

source · Clone the upstream repo

git clone https://github.com/mohitagw15856/pm-claude-skills

Claude Code · Install into ~/.claude/skills/

T=$(mktemp -d) && git clone --depth=1 https://github.com/mohitagw15856/pm-claude-skills "$T" && mkdir -p ~/.claude/skills && cp -r "$T/skills/employee-engagement-survey" ~/.claude/skills/mohitagw15856-pm-claude-skills-employee-engagement-survey-88ddae && rm -rf "$T"

manifest: skills/employee-engagement-survey/SKILL.md

source content

Employee Engagement Survey Skill

Designs complete employee engagement surveys and provides a framework for analysing and acting on results.

Mode Detection

User provides survey results -> Analysis mode
User wants to create a survey -> Design mode

Design Mode

Required Inputs

Survey type (annual / quarterly pulse / post-onboarding / exit / specific topic)
Company size and stage
Key areas of concern (optional)
Anonymity approach
Length target (short: 5-10 / standard: 15-25 / comprehensive: 30+)

Opening Statement (always include)

"This survey is anonymous. Your responses help us understand what is working and what to improve. Results will be shared with [who] and we will communicate actions taken by [date]."

Core Questions

Overall Engagement

On a scale of 0-10, how likely are you to recommend [Company] as a great place to work? (eNPS)
I feel proud to work at [Company]. [1-5]
I intend to still be working here in 12 months. [1-5]

Role and Clarity 4. I understand how my work contributes to company goals. [1-5] 5. I have the tools and resources I need to do my job. [1-5] 6. My workload is manageable. [1-5]

Manager and Team 7. My manager gives useful feedback. [1-5] 8. My manager cares about my development. [1-5] 9. I feel part of a team that works well together. [1-5]

Culture and Belonging 10. I feel I can be myself at work. [1-5] 11. People treat each other with respect. [1-5] 12. [Company] lives by its stated values. [1-5]

Growth and Recognition 13. I have opportunities to grow and develop. [1-5] 14. My contributions are recognised. [1-5] 15. I have had a meaningful career conversation in the last 6 months. [Yes/No]

Open questions (always include)

What is one thing [Company] should start doing?
What is one thing [Company] should stop doing?
Anything else to share?

Analysis Mode

Analysis Output

1. Headline Scores

Metric	Score	Benchmark	Trend
eNPS	[-100 to +100]	Industry avg	vs last survey

eNPS: Below 0 = Concerning / 0-30 = Good / 30-70 = Great / 70+ = Excellent

2. Strengths — Top scoring areas with evidence.

3. Improvement Areas — 3 lowest scoring areas with verbatim comment themes.

4. Action Planning Template

Improvement area	Action	Owner	Timeline	Measure

5. Communication Template — Draft message to share results with employees.

Quality Checks

Survey includes anonymity statement at the start
eNPS question (0-10 recommend scale) is included in all survey types
Open-ended questions are included (not just Likert scales)
Analysis includes a specific action planning template (not just observations)
Results communication template commits to sharing back with employees by a specific date

Example Trigger Phrases

"Create an employee engagement survey for our team"
"Design a pulse survey for [topic]"
"Analyse these engagement survey results: [paste]"