Employee Engagement & Wellness Program Survey
HR leaders and People Operations teams evaluate, compare, and navigate engagement drivers, wellness program adoption, and retention signals across workforce segments, so you can sharpen program positioning, reduce attrition costs, and benchmark participation conversion.
CONTEXT & RELEVANCE
Why run this survey now
Most HR and People leaders don't lose talent purely on compensation. They lose them due to unrecognized burnout signals, misaligned wellness program design, low manager trust, disconnected recognition cadences, and unclear growth visibility, none of which fully show up in exit interview data or annual engagement scores.
If you are...
- CHRO or People head
- Total rewards program owner
- Workforce planning lead
- HR business partner team
- CFO reviewing benefits spend
You're likely facing...
- Wellness spend vs. utilization gap
- Engagement scores flat, attrition rising
- Programs = generic, not role-specific
- Manager trust: reported vs. actual
- Retention risk: mid-tenure segment
This will help answer...
- Engagement drivers beyond pay
- Wellness program utilization gaps
- Segment-level burnout risk
- Recognition vs. retention correlation
- Attrition triggers by tenure band
RESEARCH THEMES
What This Survey Investigates
Eight interconnected research themes that map the complete employee journey from onboarding to sustained advocacy.
Engagement Baseline
- Current engagement score drivers
- Role clarity, purpose alignment
Wellness Program Reach
- Program awareness across workforce tiers
- Participation rates by function
Manager Effectiveness
- Feedback frequency, quality perception
- Psychological safety signals
Burnout & Workload
- Overload signals across seniority bands
- Recovery time, boundary norms
Benefits & Perceived Value
- Benefits utilisation vs. stated priority
- Gaps in mental, physical, financial cover
Retention & Intent
- 12-month stay or leave signals
- Flight risk triggers by tenure band
DEI & Belonging
- Inclusion perception across demographic groups
- Equity gaps in recognition, advancement
Program ROI & Advocacy
- Perceived program impact on productivity
- Employee Net Promoter Score signals
SAMPLING STRATEGY
Tell us about your ideal sample
Help us understand your target respondent profile. Select what applies, we'll design the optimal sample plan based on your inputs.
METHODOLOGY
Survey approach
For the Employee Engagement and Wellness Program Survey, we recommend a quant-first design with flexible data-collection modes to balance reach, depth, and verification across workforce segments and geographies.
EXECUTION PROCESS
How we execute
A proven 9-step process from scoping to delivery, designed to ensure quality, speed, and actionable insights.
Define the decision frame
Confirm objectives, target cohorts, geographies, and reporting cuts
Define the decision frame
Design the instrument
Build workstream modules mapped to outputs (drivers, friction, pricing, retention, trust)
Design the instrument
Lock the questionnaire
Review wording, sequencing, LOI, and competitive context; approve final version
Lock the questionnaire
Pilot and calibrate
Test comprehension and ease quality; refine quotas and remove friction where needed
Pilot and calibrate
Run fieldwork
Execute collection with active quota management and feasibility controls
Run fieldwork
Assure quality
Dedupe, attention checks, speed/consistency rules, removals with audit trail
Assure quality
Prepare the dataset
Clean data and deliver codebook/variable definitions
Prepare the dataset
Analyse and synthesise
Driver ranking, leakage diagnostics, pricing bands, segment insights
Analyse and synthesise
Deliver and align
Executive deck (optional dashboard) and leadership readout with recommendations
Deliver and align
COMMERCIAL TERMS
Request a Commercial Proposal
Pricing depends on cohort, geography, sample size, approach, LOI, and deliverables. Configure below for an indicative estimate.
Select Sample Size
Geography
Select Mode of Survey
Length of the Interview
$0.00
+ applicable taxes
Cost Breakdown
Note: Estimate is indicative only. Final pricing is subject to scope finalization after discovery call.
REFERENCE CASELETS
Reference
Real-world examples of survey work in the employee engagement and wellness space.
Wellness program uptake & participation barriers (Pan-India)
OBJECTIVE
WHAT WE DID
DELIVERED
Wellness program uptake & participation barriers (Pan-India)
Manager-driven engagement levers & team trust signals (West India)
Wellness program uptake & participation barriers (Pan-India)
OBJECTIVE
A mid-size IT services firm needed to identify why desk-based employees and field-based employees differed sharply in wellness program participation rates , and which structural or cultural barriers were suppressing voluntary enrollment across both cohorts.
WHAT WE DID
Ran a quantitative survey across 6 cities with 480 respondents, capturing program awareness levels, enrollment triggers, dropout points, manager influence scores, and perceived relevance of each wellness module by role type and tenure band.
DELIVERED
A participation barrier map by employee segment, a ranked friction list across enrollment stages, and a module relevance framework identifying which wellness offerings resonated by tenure band and work arrangement type.
FREQUENTLY ASKED QUESTIONS
Common Questions
Answers to frequently asked questions about this survey mandate.
What decisions will this survey enable?
Who is the buyer vs who are the respondents?
Can we see differences between frontline employees, mid-level managers and senior leaders?
How will you measure wellness program satisfaction beyond simple ratings?
Will the survey map the full employee wellness journey and drop-offs?
Can this survey inform product and pricing strategy?
How will findings improve our retention and workforce productivity outcomes?
Still have questions?
Schedule a discovery call to discuss your specific needs and get a custom quote.