Staff Engagement Survey
Measure What Matters. Act Where It Counts.
Get a clear, data-driven picture of your workforce’s morale, motivation, and commitment with a professionally designed employee engagement survey.
An employee engagement survey is a powerful diagnostic tool that measures how emotionally and psychologically connected your employees are to their work, their team, and your organisation. It goes beyond simple satisfaction to assess the deeper drivers of commitment, motivation, and discretionary effort—the factors that determine whether your people simply show up, or actively contribute to your success.
At Mansfield, we design and administer engagement surveys that provide leaders with clear, actionable intelligence. Our surveys are grounded in validated organisational psychology frameworks and tailored to your specific context—whether you are a local SME, a multinational corporation, a professional services firm, or a public sector organisation operating in Hong Kong’s unique cultural and economic environment.
What We Measure
Our engagement surveys cover the full spectrum of factors that influence employee commitment and performance:
Leadership & Management
Workplace Culture
Job Satisfaction & Motivation
Career Development
Work-Life Balance
Retention & Advocacy
Our Survey Process
Discovery & Customisation
We work with your HR and leadership team to understand your organisational context, culture, and specific concerns.
Survey Design
We design a tailored questionnaire using validated frameworks, typically 30–50 questions covering all key dimensions.
Deployment
We administer the survey online with multiple reminders, achieving response rates of 70–90%.
Analysis & Reporting
We analyse results by department, tenure, level, and location, identifying hotspots and strengths.
Action Planning
We facilitate workshops to translate findings into concrete action plans with clear owners and timelines.
What You Receive
A comprehensive package of insights and tools to drive improvement:
Executive Dashboard
Interactive dashboard with engagement scores, trends, and benchmarks.
Detailed Report
Full analysis with segment breakdowns, heat maps, and priority matrices.
Action Recommendations
Prioritised, practical recommendations with expected impact and resource requirements.
Workshop Facilitation
Interactive sessions with leadership teams to develop action plans.
Frequently Asked Questions
How often should we run an engagement survey?
We recommend an annual comprehensive survey supplemented by quarterly pulse surveys to track progress on action items.
How do you ensure honest responses?
We guarantee complete anonymity. Surveys are administered by Mansfield as an independent third party, with no way to identify individual respondents.
How do you ensure confidentiality and encourage honest responses?
Confidentiality is paramount in employee engagement research. Mansfield guarantees confidentiality at both individual and team level (where statistically appropriate). Survey responses are collected and reported only in aggregate, with no individual responses shared with managers or HR. Results are reported at group level only when there are sufficient responses to protect individual identity. As an external, neutral partner, employees speak more freely than they might with internal facilitators. All data is handled in compliance with Hong Kong's Personal Data (Privacy) Ordinance and international standards. This commitment consistently delivers higher response rates and more honest, actionable feedback.
What topics are covered in a staff engagement survey?
Our Staff Engagement Survey covers the full spectrum of factors that drive employee commitment, performance, and wellbeing, tailored to your organisation's context. Core areas include: Core Engagement Indicators (job satisfaction, pride, willingness to recommend, motivation, intention to stay), Work Environment & Culture (values alignment, psychological safety, diversity & inclusion, work-life balance), Leadership & Management (trust in senior leadership, quality of supervision, communication, recognition, fairness), Career Development (learning opportunities, career progression, promotion fairness, mentoring), Job Design & Resources (role clarity, autonomy, resources, workload, collaboration), and Change Readiness (attitudes toward change, confidence in the future, employee involvement). We also include customised questions to address your unique organisational challenges.
How many employees need to participate for the results to be meaningful?
The required sample size depends on your organisation's size. For organisations under 100 employees, we aim for close to 100% participation. For 100-500 employees, we recommend a response rate of at least 60-70%. For larger organisations (500+), a statistically significant sample may be sufficient, but we always encourage maximum participation. Mansfield's engagement experts will advise you on the optimal sample size based on your organisation's structure and objectives, and we provide communication support to maximise response rates.
What do we do with the results after the survey is completed?
Mansfield doesn't just hand you a report-we help you translate insights into action. Our deliverables include: an executive summary of key findings and priority areas, a detailed interactive dashboard showing scores by department, team, tenure and demographics, thematic analysis of recurring themes from open-ended questions, an action planning guide with prioritised recommendations and practical frameworks, and tailored manager briefings for different leadership levels. Crucially, we connect engagement insights directly to our corporate training services. If the survey reveals leadership gaps, communication breakdowns, or team dynamics issues, we design targeted training programmes to address them. This creates a virtuous cycle: measure, diagnose, develop, and measure again.
What if our engagement scores are low?
Low scores are an opportunity. We help you identify the root causes and develop a targeted improvement plan with quick wins and long-term initiatives.