Deploying an employee engagement survey is a common, necessary initiative that many organizations utilize to achieve and retain a highly productive, competent, and
motivated workforce.

ERC’s employee engagement surveys measure the level that employees are committed to, involved with, emotionally attached to, and satisfied with their work and organization. Research continues to link employee engagement with desired business outcomes such as individual and organizational performance.

Measure Employee Engagement

Twelve predictors measured

Icon for employee survey

Thousands of employees surveyed

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Three forms of benchmark/comparative data

What’s Included & Measured in our Employee Engagement Surveys

ERC’s employee engagement survey instrument measures employee responses on a six-point, Likert scale spanning levels of agreement. This instrument was created through extensive literature reviews and statistical testing to ensure the validity and reliability of the items and subscales. All subscales below, with the exception of employee engagement itself, are significant predictors of employee


Job Design & Challenge


Recognition & Rewards


Psychological Safety

Coworker Cohesion

Value & Innovation

Performance & Alignment

Growth & Development


Employee Engagement

See a Sample Report

See a sample of our comprehensive Employee Engagement report.

How It Works


Meet with us to Discuss Your Organization’s Needs

Via a brief virtual meeting, we’ll learn about your organization’s needs and goals, share best practices, present options, and recommend a best fit solution. We’ll discuss the survey itself, the administration, the data, the process, the timing, and roles.


Communicate with Employees

We take the work out of distributing and collecting surveys
from employees. Use our pre-survey announcement templates to invite employees to participate through our easy, online survey platform.


Review Results with Our Experts

In addition to a comprehensive report featuring practical recommendations tied to your results, we’ll facilitate a review of the results with your leadership team. You’ll be able to view the results of predetermined groups to better understand any differences in engagement.

What Comes After an Engagement Survey?

Once an organization has completed its employee engagement survey and we’ve collected valuable employee feedback, our team of experts will extract actionable insights to share with your team. It’s important that we help you understand what the feedback means for your organization, not just deliver you a report with data.

Our unique report and recommendations will help your organization make informed decisions about how to improve areas of concern, leverage strengths, and enhance your overall engagement strategy.

Employee Engagement Survey Example

Two Survey Options

Choose the survey size that makes the most sense for your organization. ERC offers two options: a Standard Employee Engagement Survey and a Pulse Employee Engagement Survey.

Employee Pulse Survey

The Pulse Employee Engagement Survey is a shorter version of the standard. This survey takes one item per subscale to gather a snapshot of employee perceptions.

Employee Engagement Survey

The Standard Employee Engagement Survey is a longer survey covering multiple items per subscale to provide your organization with a comprehensive view of employee perceptions.

Why Choose ERC

Track Engagement Trends Over Time

ERC offers an Employee Net Promoter Score (eNPS) to complement your employee engagement surveys. This single metric tracks trends in employee satisfaction, engagement, and loyalty. The eNPS is a simple, yet powerful measurement that gives you a holistic view of the employee experience at your organization between annual or semi-annual surveys. It also helps prevent survey fatigue, leading to increased participation rates.

Easy & Online

We handle all survey administration and related communication with participating employees and our main contact. This includes survey setup, invitations, reminders, and participation updates. We also provide a communication template your organization can customize. It’s used to announce the survey to employees prior to launch to foster understanding and optimize participation.

Interactive Reports

Employee engagement feedback is aggregated into a comprehensive and interactive report, allowing you to select and export different subsets of the data.

In-Depth Analyses

Our Industrial-Organizational Psychologists apply statistical modeling to extract meaningful quantitative and qualitative results.

Data Breakouts

We isolate your data using demographic categories to help
understand if levels of engagement vary by group (e.g., department, location, tenure, etc). You select the categories.

Benchmark Your Results

ERC has some of the most extensive data on employee engagement to benchmark your results against. Our normative database includes responses from ERC engagement survey clients; our one-of-a-kind top-performer database includes responses from top performers at award-winning organizations.

Expert Recommendations & Follow-Up Solutions

Our engagement experts and HR practitioners will study the data and facilitate a review of your results with your leadership team, helping you determine next steps.

Why Employee Engagement Matters

What Can Go Right…

Improved Employee Experience — Understanding the needs and expectations of your team creates a better work environment with higher morale and productivity.

Better Company Culture — Gaining insights into your employees’ values and perspectives can help identify areas for cultural improvement.

More Engaged Employees — By identifying issues that may be hindering engagement, you’ll be able to outline action plans toward a more committed and enthusiastic workforce.

Higher Job Satisfaction — Identify the factors that contribute to employee happiness and fulfillment.

Insights Into Employee Sentiment — Measure the overall mood and attitude of your employees, providing a clear picture of organizational health.

Increased Employee Retention — Identify and address factors that may be leading to employee turnover, helping you retain top talent and reduce recruitment costs.

Gather Honest Feedback — Create a safe and anonymous space for employees to share their feedback, leading to candid and useful data.

Access to Valuable Insights — Uncover patterns and trends in employee behavior and opinions, leading to data-driven decisions that can improve the organization.

What Can Go Wrong…

Decreased Engagement Levels — Low employee engagement can lead to a lack of enthusiasm and commitment to the organization, negatively impacting overall workplace morale.

Employee Well-Being Deficits — Employees who are not engaged often experience higher levels of stress, which can negatively impact their mental and physical health and their contributions at work.

Reduced Team Performance — Low engagement can hinder collaboration and communication within teams, affecting team performance and quality of work.

Increased Turnover — Engaged employees are more likely to stay, whereas disengaged employees are more likely to voluntarily leave the organization.

Decreased Productivity — Disengaged employees tend to be less productive, impacting the organization’s bottom line.

Higher Absenteeism — Low engagement is often linked to higher rates of absenteeism as disengaged employees are less motivated to show up to work.

Challenges in Attracting New Talent — Low engagement can affect an organization’s reputation, making it more difficult to attract top talent.

Maria Gaeta

“ERC is a dynamic, professional organization that provides excellent programs, training, and access to information in a timely, efficient manner.”
– Maria G.

SueAnn Naso

“ERC is my first call for anything that I need help with in the HR space.”
– SueAnn N.

Tony Prinzo

“One of the most valuable things about ERC is they helped us build an initial measurement scorecard, which has evolved so many times over the past seven years.”
– Tony P.

Frequently Asked Questions (FAQ)

Employee engagement surveys are important because they provide a comprehensive look at employee engagement levels within an organization. By collecting data on key metrics such as job satisfaction, communication, and work-life balance, organizations can gain valuable insights into the health of their workplace culture. These insights can then be used to make informed decisions that improve employee satisfaction, productivity, and retention. In essence, an employee engagement survey is a vital tool for organizations looking to optimize their workforce and drive success.

Improving staff engagement starts with understanding the drivers of engagement unique to your organization. Once these drivers are identified, they should be incorporated into a comprehensive employee engagement strategy. This strategy may include improving communication channels, offering professional development opportunities, recognizing and rewarding employee achievements, and fostering a positive company culture. Additionally, regular check-ins and surveys can be used to gauge employee engagement levels and gather feedback on what is working well and where improvements can be made. By taking these steps, organizations can create a more engaged and motivated workforce.

As a third party, ERC’s employee engagement surveys are guaranteed to be anonymous. They do not collect any personally identifiable information, ensuring responses cannot be traced back to individual employees. This anonymity can significantly increase the response rate, as employees feel more comfortable providing honest and open feedback.

ERC provides a proven survey template that has been researched and correlated with measuring employee engagement effectively. Our standard questions cover key areas of engagement, and organizations can customize the survey by adding custom questions that reflect organization-specific terminology and analysis by relevant demographic groups. This approach ensures that the survey is reliable and relevant to your organization.

Yes, employee engagement can significantly impact absenteeism. Engaged employees are generally more committed to their work and their organization, and this commitment often translates into better attendance. When employees are engaged, they are more likely to feel a sense of responsibility towards their team and their tasks, which can reduce the likelihood of absenteeism. On the other hand, disengaged employees may lack the motivation to come to work, resulting in higher rates of absenteeism. Therefore, organizations looking to reduce absenteeism should consider investing in strategies to improve employee engagement.

Yes, employee engagement has a significant positive impact on productivity. Engaged employees are more motivated, committed, and invested in their work, which naturally leads to higher levels of productivity. They are likely to put in extra effort, take pride in their work, and aim to exceed expectations. In contrast, disengaged employees may do the bare minimum required, leading to lower overall productivity. Numerous studies have shown a clear correlation between high employee engagement and increased productivity, highlighting the importance of fostering a positive, engaging work environment.

Yes, employee engagement plays a pivotal role in improving retention. Engaged employees, who feel aligned with their career goals and connected to the organizational culture, are more likely to remain loyal to a company. Their emotional and professional investment in the organization means they are less likely to seek opportunities elsewhere. A positive organizational culture that prioritizes employee engagement not only ensures job satisfaction but also nurtures employees’ aspirations and ambitions, further solidifying their intent to stay with the company long-term.

Get Pricing or More Information

Get pricing for ERC’s Employee Pulse or Employee Engagement Surveys. Have questions? Speak with an employee engagement expert to learn more.