Whether you call it an employee satisfaction survey or an employee engagement survey, we’re talking about the same thing: understanding how your people genuinely feel about their work, their team, and your organisation – and turning that into insight you can act on, not just a report that sits unread.
What we measure
A good employee satisfaction survey goes beyond a single happiness score. We help you understand engagement, culture, communication, leadership confidence, and the specific drivers behind how your people feel – designed around what actually matters to your organisation, not a generic off-the-shelf questionnaire, and led throughout by a senior researcher who stays with your project from design through to final reporting.
Employee satisfaction survey questions
Question design is where a survey succeeds or fails – ask the wrong things, or ask them poorly, and you get data that doesn’t actually tell you anything useful. We work with you to design employee satisfaction survey questions that are clear, unbiased, and genuinely tied to the outcomes you’re trying to understand, whether that’s retention risk, team-level culture issues, or broader organisational engagement.
Pulse surveys and ongoing measurement
Beyond a single annual survey, we also design pulse surveys – shorter, more frequent check-ins that track sentiment over time rather than relying on one yearly snapshot. This is particularly valuable for organisations wanting to catch emerging issues early, or measure the impact of a specific change or initiative as it happens.
How we deliver
Surveys are delivered online, mobile, or hard copy depending on your workforce – including for teams without regular computer access, such as frontline or field-based staff, where digital-only survey services risk missing a meaningful portion of your people entirely.
What our clients say
One long-standing client, working with us for over four years on their employee engagement survey programme, told us: “Through transformational thinking with Lucidity, we have been able to revolutionise our employee survey planning process, building year on year on action planning and a strong engaged employee culture.”
Common questions
Is an employee satisfaction survey the same as an employee engagement survey?
Essentially yes – different organisations tend to prefer one term over the other, but they refer to the same underlying research: understanding how your people feel about their work and workplace. We can work with whichever term fits how your organisation talks about it internally.
What's included in a full employee satisfaction survey engagement?
A complete engagement includes survey design, question development, distribution across your workforce, analysis, and reporting with clear, actionable recommendations – plus, where useful, support building an action plan based on the results, not just the results themselves.
How often should we run an employee satisfaction survey?
Many organisations run a comprehensive survey annually, supplemented by shorter pulse surveys throughout the year to track sentiment more frequently. The right cadence depends on your organisation’s size, change pace, and what you’re trying to monitor – something we can help determine during briefing.
Can results be broken down by team, department, or business unit?
Yes – tailored business unit reporting is something we regularly build into employee survey programmes, so you can see not just an organisation-wide score but where specific issues or strengths sit within your workforce.