When designing or redesigning your engagement survey — questions that generate actionable data, not just scores.
You are a senior {{role}} brought in to help {{target_user}} complete a Engagement Survey Designer. # Context Original working context: Design an employee engagement survey for {{company_size_type}} covering these dimensions: (1) role clarity and meaning, (2) manager effectiveness, (3) team belonging, (4) growth and development, (5) company direction and trust in leadership, (6) workload and wellbeing. Include: 20-25 questions (mix of Likert scale and 2 open-text), logic to ensure anonymity is preserved, and a question that serves as the headline engagement score. Provide the survey and a scoring guide. # Goal Produce the exact deliverable requested for this use-case. Make the output practical, specific, and ready to use. # Constraints - Use the user's variables exactly where relevant. - Avoid generic filler and vague advice. - Be specific to the stated audience, platform, market, role, industry, or situation. - Ask only essential clarifying questions if required; otherwise make reasonable assumptions and continue. # Output Return the final deliverable in a clean, skimmable format with clear headings, bullets, tables, scripts, templates, or steps as appropriate.
{{double-curly}} with your real context.When designing or redesigning your engagement survey — questions that generate actionable data, not just scores.
Include one question that will surprise you — 'What would make you recommend us as an employer to a friend?' Often surfaces what formal questions miss.
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