Engagement Survey to Action Pipeline

Angelica Patlán
7 days ago
2 min read

Focus

Translating engagement survey data into actionable insights and measurable improvements

Context

As a Senior People Partner, my role included using engagement survey data to inform each client group’s annual action plan and people strategy priorities.

Problem

One client group had an eNPS score of negative 59, with very few qualitative comments included in the engagement survey results. Without sufficient context, it was difficult to understand the root causes behind the score, making any action plan reactive and unlikely to drive meaningful change. Because this department was critical to business strategy success, it was important to address the underlying issues and improve engagement in a thoughtful and effective way.

Approach

To gain deeper insight, I created a set of five standardized questions designed to understand the team’s current experience and challenges. I conducted interviews with the full team of more than 20 global employees using these questions and documented qualitative feedback throughout the process.

I then analyzed the responses and developed a summary report that outlined overall sentiment, key themes, and clear recommendations to inform the client group’s annual action plan.

Outcome

The findings from this work directly informed a revised action plan that reflected employee feedback and priorities. Within 10 months of implementing the plan, the client group’s eNPS increased by 34 percent. This improvement supported greater engagement and helped reduce the risk of turnover in a team critical to the company’s broader strategy.

What I’d Do Next

If I were still in this role, I would introduce regular check-ins outside of the annual engagement survey to track progress and gather feedback in real time. This would give leadership clearer visibility into what was working, allow for faster adjustments, and support a more proactive approach to engagement and performance.