Employee Engagement Survey Services
Listen to your people, and act on what you hear.
Edstellar designs and runs employee engagement surveys, from annual surveys to pulse checks and onboarding and exit surveys. Tailored questions, Mindgage pulse feedback, clear anonymity safeguards and manager action planning turn employee feedback into focused improvements people can see.
Employee listeningOnsite / virtual / hybrid20+ industriesIndustries we serveTechnology, healthcare, financial services, manufacturing, retail, energy and more100+ countriesGlobal deliveryGlobal delivery across APAC, the Middle East, Europe, North America and India
13,650+
Assessments
300+
Clients
20+
Industries
ISO 9001 & 27001
Certified
Ready to hear what your people really think?
Trusted by teams at
From employee feedback to focused action.
An employee engagement survey measures how committed, energized and supported people feel at work, which goes deeper than employee satisfaction, and which drivers shape that experience. Edstellar designs engagement surveys that lead to action, around four principles.
Questions that matter
Engagement survey questions focus on the engagement drivers that matter most for your strategy and culture.
Honest, anonymous feedback
Clear anonymity safeguards help people answer openly.
Results managers can use
Every manager gets clear, simple results for their team, with support to act on them.
Visible follow-through
Employees see what changed because of their feedback, which builds trust in the next survey.
Edstellar engagement surveys that turn feedback into visible change.
Edstellar’s employee engagement surveys give leaders, HR and managers a clear view of what drives engagement, so every action and engagement initiative focuses where it will make the biggest difference to employee experience and retention.
Know what drives engagement
See which drivers, such as growth, recognition and manager support, matter most in each part of the business.
Managers who act on feedback
Clear team results and action planning help every manager make practical improvements.
Listening all year round
Short pulse checks keep a steady read on how people feel between annual surveys.
Stronger onboarding and retention insight
Onboarding surveys and exit surveys show what helps people settle in and what supports employee retention.
Trust in the process
Anonymity safeguards and visible follow-through help people answer openly every time.
Progress you can track
Repeat surveys show how engagement changes as actions take effect.
Proven engagement survey options, chosen for each need.
Edstellar combines tailored engagement survey formats with validated listening tools, choosing the right mix for each organization and the questions it needs answered.
Where Edstellar employee engagement surveys fit in the employee lifecycle
- Business units
- Teams
- People leaders
- All employees
- Campus & pre-hire
- Hiring decisions
- Onboarding (applies)
- Individual development
- First-time managers
- Promotion & succession
- Leadership & coaching (applies)
- Team & culture (applies)
- Safety & compliance
Get a recommended listening plan for your organization.
An Edstellar specialist will match survey formats and tools to your needs.
Assess your employee listening maturity against the essentials.
A quick check of how well you listen to employees today, from survey design to follow-through.
- A personalized readiness tier, from Foundation to Listening-ready.
- A clear view of where your listening is strong, and where it stalls.
- The first moves to make before your next survey.
Edstellar employee engagement survey services, end to end.
From survey design to follow-through, Edstellar covers every part of an employee engagement survey.
Survey design
Design engagement survey questions around the engagement drivers that matter for your strategy and culture, with a clear anonymity approach.
Drivers chosen for your organization
You get:Tailored engagement survey
Pulse surveys
Run short, regular pulse checks with Mindgage to keep listening between annual surveys.
Listening all year round
You get:Pulse survey program
Onboarding and exit surveys
Use an onboarding survey and exit survey at key lifecycle moments to strengthen onboarding and employee retention.
Feedback at the moments that matter
You get:Lifecycle survey insight
Analysis and reporting
Turn survey results into clear reports for leaders and every manager, with the key engagement drivers highlighted.
Results every manager can read
You get:Leader and manager reports
Manager action planning
Help managers discuss results with their teams and agree on two or three practical actions.
Feedback that leads to action
You get:Team action plans
Follow-up and progress tracking
Track actions and repeat surveys to show what has changed and keep trust in the process.
Change people can see
You get:Progress review
The Edstellar engagement survey process.
Edstellar runs employee engagement surveys in six steps, from scope to review. Most organizations have their results within about six weeks of kickoff.
Scope
Week 1
Agree on the purpose, the audience and how results will be used.
YOU GET
Survey brief
Design
Weeks 1 to 2
Design the questions, the anonymity approach and the communication plan.
YOU GET
Survey ready to launch
Assess
Weeks 3 to 4
Employees complete the survey online, with reminders to support participation.
YOU GET
Survey responses
Debrief
Weeks 5 to 6
Leaders and managers receive their results and key drivers.
YOU GET
Engagement findings
Develop
Following weeks
Managers agree on actions with their teams, and leaders act on organization-wide priorities.
YOU GET
Actions in progress
Review
Ongoing
Pulse checks and the next survey show what has changed.
YOU GET
Progress review
Ready-to-use outputs for every decision.
Every Edstellar engagement survey ends with reports and outputs that leaders and managers can read quickly and act on right away.
Leadership team
The organization-wide view
Engagement report
Engagement and its key drivers across the organization.
Step 4: DebriefOrganization priorities
Two or three priorities leaders commit to.
Step 5: DevelopManagers and teams
Clear team results
Team results
Simple results for each team, shared under the agreed anonymity rules.
Step 4: DebriefTeam action plan
Practical actions agreed with the team.
Step 5: DevelopHR
Listening that continues
Pulse survey insight
A regular read on key drivers between surveys.
Step 6: ReviewProgress review
What has changed since the last survey.
Step 6: ReviewTurn feedback into change people can see.
Scope your engagement survey with an Edstellar specialist.
Why choose Edstellar for employee engagement surveys.
Edstellar designs surveys around the drivers that matter, protects anonymity, and helps every manager act on the results, so employee feedback leads to visible change.
Assessment to development, one partner
Insight turns into action, because the team that runs your survey also delivers the leadership, training and OD work that improves engagement.
The difference
Many test providers stop at the report. Edstellar connects it to development.
Runs on the Capability Intelligence Platform
You always know who is ready and where the gaps sit, with a live picture of verified skills between assessment cycles.
The difference
Your skills data stays live, not frozen in a PDF.
Expert interpretation, every time
Experienced consultants read every result in context and explain it in plain language, so leaders and managers understand and act on it.
The difference
Insight people act on, not a score they guess at.
Certified assessors, wherever your people are
Engagement surveys run online across 100+ locations, with results for every location and team.
The difference
The same standard in every country you assess.
A proven method, not improvisation
Every survey runs the same six steps, from scope to review, with formats and tools chosen for the questions at hand.
The difference
A repeatable system, not a bespoke experiment each time.
The right listening mix for every organization
Edstellar is not tied to a single survey vendor, so each organization gets the listening mix that fits it best.
The difference
The mix fits the organization, not the other way round.
Trusted across industries and regions
Fortune 500 clients served worldwide
Employee engagement survey FAQs.
An employee engagement survey, a focused kind of employee survey, measures how committed, energized and supported people feel at work, going beyond employee satisfaction, and which drivers, such as growth, recognition and manager support, shape that experience. Edstellar designs surveys that lead to clear action by leaders and managers.
An annual survey gives a full, organization-wide view of engagement and its drivers. Pulse surveys are short and frequent, keeping a steady read on key drivers between annual surveys. Edstellar often combines both.
Edstellar designs tailored engagement surveys and uses Mindgage for ongoing pulse feedback. Where engagement is assessed alongside culture and inclusion, Talogy Perceptions can be added.
Anonymity safeguards, such as minimum group sizes for reporting, are agreed at scoping and explained to employees before the survey. Survey results are used to improve the workplace, never to single out individuals, so people can answer an anonymous employee survey openly.
Every manager receives clear results for their team and support to discuss them, and teams agree on two or three practical actions. Pulse checks then track progress, so employees see what changed because of their feedback.
Many organizations run a full survey once a year, with short pulse checks in between. Edstellar recommends a rhythm that gives a steady read without asking people too often and keeps each engagement initiative on track.
Yes. Onboarding and exit surveys capture feedback at key moments, showing what helps new joiners settle in and what influences people to stay or leave.
An engagement survey measures how committed and energized employees feel. A culture assessment looks at the values, behaviors and leadership climate behind that experience. Edstellar offers both, and they work well together.
Most organizations have their results within about six weeks of kickoff. Manager action planning and pulse checks then continue over the following months.
Survey data is collected only for the agreed purpose, access is limited to agreed stakeholders, and results are reported under the anonymity and confidentiality terms set at scoping. Edstellar holds ISO/IEC 27001:2022 certification for information security management.
Cost depends on the number of employees and locations, the survey formats, how often you run pulse checks, and how much reporting and action-planning support you need. Edstellar scopes each survey program before quoting, so you pay only for what your goals require.
Talk through your questions with an Edstellar assessment specialist.
Ask us directlyPlan your employee engagement survey with Edstellar.
Tell Edstellar what you want to learn from your people. A specialist replies within one business day with a scoped response, no automated sales sequence.