guia-matthieu/clawfu-skills/engagement-analyzer

Analyze these engagement survey results:
 
Company Overall: 72 (was 68)
Participation: 85%
 
By Dimension (favorability %):
- Purpose: 82%
- Development: 58%
- Manager: 71%
- Team: 76%
- Wellbeing: 54%
- Recognition: 65%
 
Engineering Dept: 64 overall
- Development: 45%
- Wellbeing: 42%
 
Sales Dept: 78 overall
- Recognition: 52%

## Employee Engagement Analysis
 
### Executive Summary
 
**Overall Health:** Improving (+4 points to 72)
**Key Wins:** Purpose (82%), Team (76%)
**Critical Areas:** Wellbeing (54%), Development (58%)
**Hot Spots:** Engineering (64 overall), Sales Recognition (52%)
 
---
 
### Overall Results
 
| Metric | Score | vs. Last | vs. Benchmark |
|--------|-------|----------|---------------|
| Overall Score | 72 | +4 | +2 |
| Participation | 85% | +3% | +10% |
| eNPS | +18 | +6 | +8 |
 
**Interpretation:** Solid improvement across the board. High participation
indicates employees feel their voice matters.
 
---
 
### Dimension Analysis
 
| Dimension | Score | Trend | Priority |
|-----------|-------|-------|----------|
| Purpose | 82% | → | Maintain |
| Team | 76% | ↑ | Maintain |
| Manager | 71% | ↑ | Improve |
| Recognition | 65% | → | Improve |
| Development | 58% | ↓ | Critical |
| Wellbeing | 54% | ↓ | Critical |
 
---
 
### Priority Matrix
 

 
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### Department Deep Dive
 
#### Engineering (64 Overall) - NEEDS ATTENTION
 
| Dimension | Engineering | Company | Gap |
|-----------|-------------|---------|-----|
| Development | 45% | 58% | -13 |
| Wellbeing | 42% | 54% | -12 |
 
**Root Cause Hypotheses:**
1. Technical debt creating burnout
2. Limited career progression paths
3. On-call burden distributed unevenly
 
**Recommended Actions:**
| Action | Owner | Timeline |
|--------|-------|----------|
| Engineering career ladder review | VP Eng + HR | 90 days |
| On-call rotation audit | Eng Managers | 30 days |
| 20% learning time policy | VP Eng | 60 days |
 
---
 
### Company-Wide Action Plan
 
#### P1: Wellbeing Initiative (54%)
 
**Target:** Increase to 65% by next survey
 
**Actions:**
| Action | Owner | Timeline |
|--------|-------|----------|
| "No Meeting Fridays" pilot | Leadership | 30 days |
| Workload survey by department | HRBP | 30 days |
| Manager training: sustainable teams | L&D | 90 days |
 
---
 
#### P1: Development Initiative (58%)
 
**Target:** Increase to 70% by next survey
 
**Actions:**
| Action | Owner | Timeline |
|--------|-------|----------|
| Learning stipend communication | HR | 30 days |
| Career pathing by function | HR + Leaders | 90 days |
| Mentorship program launch | L&D | 90 days |
 
---
 
### Success Metrics
 
| Area | Current | 6-Month Target | Owner |
|------|---------|----------------|-------|
| Overall Score | 72 | 76 | CHRO |
| Wellbeing | 54% | 65% | HR |
| Development | 58% | 70% | L&D |
| Engineering Overall | 64 | 72 | VP Eng |

Analyze this pulse survey (3 questions):
1. "I would recommend this company" - 62% favorable (down 8%)
2. "I have what I need to do my job" - 71% favorable (up 3%)
3. "I feel valued" - 48% favorable (down 12%)

## Pulse Survey Quick Analysis
 
### Summary
 
| Metric | Current | Change | Status |
|--------|---------|--------|--------|
| eNPS Indicator | 62% | ↓ 8% | WARNING |
| Enablement | 71% | ↑ 3% | GOOD |
| Recognition | 48% | ↓ 12% | CRITICAL |
 
---
 
### Key Finding
 
**Recognition is in crisis** - 12-point drop is a red flag.
This is likely driving the eNPS decline.
 
---
 
### Immediate Actions
 
| Priority | Action | Owner | Timeline |
|----------|--------|-------|----------|
| 1 | Leadership acknowledgment | CEO | This week |
| 2 | Manager recognition training | HR | 2 weeks |
| 3 | Focus groups on "valued" | HRBP | 2 weeks |