Engagement Analyzer Skill for Claude

Engagement Analyzer

> Transform engagement survey data into actionable insights with trend analysis, priority identification, and targeted intervention design.

When to Use This Skill

• Analyzing survey results
• Identifying engagement drivers
• Prioritizing action areas
• Designing interventions
• Tracking improvement

Methodology Foundation

Based on Gallup Q12 framework and Qualtrics engagement research, combining:

• Driver analysis
• Benchmarking
• Action prioritization
• Intervention design

What Claude Does vs What You Decide

| Claude Does | You Decide |

|-------------|------------|

| Analyzes survey data | Survey questions |

| Identifies patterns | Data collection |

| Prioritizes actions | Resource allocation |

| Suggests interventions | Implementation |

| Creates action plans | Executive priorities |

Instructions

Step 1: Understand Engagement Model

Key Engagement Dimensions:

| Dimension | What It Measures | Example Questions |

|-----------|------------------|-------------------|

| Purpose | Connection to mission | "My work has meaning" |

| Development | Growth opportunity | "I learn and grow here" |

| Manager | Leadership quality | "My manager supports me" |

| Team | Collaboration | "My team works well together" |

| Wellbeing | Work-life balance | "I can manage my workload" |

| Recognition | Appreciation | "I feel valued for my contributions" |

Step 2: Analyze Results

Analysis Framework:

| Metric | Calculation | Interpretation |

|--------|-------------|----------------|

| Overall Score | Average of all items | Health indicator |

| Favorability | % Agree + Strongly Agree | Positive sentiment |

| eNPS | Promoters - Detractors | Loyalty indicator |

| Participation | Responses / Invited | Data reliability |

Comparison Points:

• Previous survey (trend)
• Company benchmark
• Industry benchmark
• Team vs. company

Step 3: Identify Priorities

Priority Matrix:

| Score | Impact | Priority |

|-------|--------|----------|

| Low | High | P1 - Critical |

| Low | Medium | P2 - Important |

| Low | Low | P3 - Monitor |

| High | Any | Maintain |

Step 4: Design Interventions

Intervention Types:

| Level | Examples | Timeline |

|-------|----------|----------|

| Quick Wins | Recognition, communication | 0-30 days |

| Process Changes | Meeting structure, feedback | 30-90 days |

| Structural Changes | Role design, team structure | 90+ days |

| Culture Shifts | Values, behaviors | 6+ months |

Step 5: Create Action Plan

Plan Components:

• Priority area
• Root cause hypothesis
• Proposed intervention
• Success metrics
• Owner and timeline

Examples

Example 1: Full Engagement Analysis

Input:

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%

Output:

## 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

HIGH IMPACT

│

┌────────────────────┼────────────────────┐

│ P1: CRITICAL │ MAINTAIN │

│ • Wellbeing │ • Purpose │

│ • Development │ • Team │

LOW ├────────────────────┼────────────────────┤ HIGH

SCORE│ P2: IMPORTANT │ LEVERAGE │

│ • Recognition │ │

│ • Manager │ │

└────────────────────┴────────────────────┘

LOW IMPACT

---

### 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 |

Example 2: Quick Pulse Analysis

Input:

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%)

Output:

## 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 |

Skill Boundaries

What This Skill Does Well

• Analyzing survey patterns
• Prioritizing action areas
• Designing interventions
• Creating action plans

What This Skill Cannot Do

• Access actual survey data
• Know company-specific context
• Replace qualitative research
• Guarantee improvement

Iteration Guide

Follow-up Prompts:

• "Create focus group questions for [area]"
• "Design intervention for [specific issue]"
• "How do we communicate results to [audience]?"
• "What metrics should we track for [initiative]?"

References

• Gallup Q12 Engagement Framework
• Qualtrics Employee Experience
• Culture Amp Engagement Drivers
• Glint People Science

Related Skills

• employee-support - Ongoing support
• onboarding-guide - Initial engagement
• churn-prediction - Turnover risk

Skill Metadata

• Domain: HR Operations
• Complexity: Intermediate-Advanced
• Mode: centaur
• Time to Value: 2-4 hours per analysis
• Prerequisites: Survey data, company context