Pathways Australia

Employee Engagement Survey

Elevate Employee Engagement

Conduct an employee engagement survey with Pathways Australia to enhance and obtain significant employee input to make well-informed decisions, foster a top-tier organisational environment and so much more.

The purpose of conducting an employee engagement survey is to gather feedback from employees about their level of engagement and about their overall work experience. An employee survey provides a way for organisations to measure and assess employee experience, identify areas for improvement, and take action to improve employee engagement, satisfaction, retention, and productivity.


Conducting an employee engagement survey enables organisational leaders to:

  1. Identify factors contributing to a positive employee experience, such as job autonomy, work-life balance, recognition, and career development opportunities.
  2. Identify factors that may negatively affect employee engagement and satisfaction, such as poor communication, lack of support, or inadequate resources.
  3. Provide employees with an opportunity to voice their opinions, concerns, and suggestions, which can help to build trust, improve communication, and increase employee engagement.
  4. Develop action plans to address areas for improvement and enhance the employee experience, which can lead to increased employee retention, productivity, and overall organisational success.

Overall, employee engagement surveys are an important tool for organisations to assess the level of engagement and satisfaction among their workforce.
They can provide insight into employees’ motivations, challenges and workplace stressors, allowing leadership teams to take action to improve workplace culture and employee experience.

of NFP employees are satisfied with their organisation
20 %

The Relationship Between Employee Engagement Surveys and Performance

The management of organisations and employees’ work across the community services sector has evolved over recent years. As a result, organisations need a closer understanding of what factors affect employee satisfaction and well-being, which ultimately affects their performance and success. Our experience working with for-purpose organisations has given us a progressive and passionate approach to developing the Your Say employee engagement survey. This survey combines staff surveys with expert analysis and utilises the data to understand performance and what factors can affect it.

The purpose of conducting an employee engagement survey is to gather feedback from employees about their level of engagement and about their overall work experience. An employee survey provides a way for organisations to measure and assess employee experience, identify areas for improvement, and take action to improve employee engagement, satisfaction, retention, and productivity.


What Does The ‘Your Say’ Survey Measure?

Employee Experience Key Performance Indicators


When employees feel engaged and connected to their work, they are more likely to have a sense of purpose and fulfilment in their roles. This can lead to increased job satisfaction, better relationships with colleagues and managers, and a greater sense of overall well-being. The survey checks if employees are intrinsically motivated and involved in their work and with their team.


Belonging refers to the sense of value and inclusion that employees feel within their workplace. When employees feel like they belong, they are more likely to be engaged and motivated to contribute their best work. The survey asks employees if they feel included and valued in their team and the larger organisation.


Measuring connections provides insight into the level of collaboration, communication, and commitment within the organisation while also ensuring the organisation has a strong and collaborative culture. The survey measures how easily employees can collaborate with each other and what challenges employees encounter during teamwork.


When employees feel that they are growing and developing within their roles and that the organisation is also making progress towards its goals and is future-focused, employees are more likely to be engaged, satisfied, and committed to their work. It is also important that employees’ career goals align with the progress and success of the organisation. This survey helps the leadership team understand if employees know what

Employee Experience Categories

These experience categories enable us to assess the extent to which the KPIs are being met.

Understands how employees feel about the organisation’s purpose, culture and reputation and how changes are handled, as well as the likelihood to stay.

Evaluates the evidence of strong and effective leadership, confidence and transparency, as well as how leadership acts in accordance with the organisation’s values and how contributions are valued.

Assesses to what extent an employee feels valued and supported by their manager and how well their manager provides appropriate feedback and sets goals.

Measures awareness of the mission, values and plans. Assesses how open and honest communications are and ensures employees have access to all information required.

Understands the depth of collaboration, cooperation and consultation within teams and the broader organisation.

Assesses how employees perceive the priority of clients/customers and to what extent client/customer feedback and concerns are obtained and managed.

Evaluates the connection to the individual’s work and the use of skills, training, sense of accomplishment, recognition, culture and resources.

Understand to what depth employees feel they have autonomy, feel valued and supported, their abilities to maintain stress and sense of survey results being considered.

Measures feelings surrounding anti-social behaviours, comfortability discussing backgrounds and cultures, and the progressiveness of the organisation’s encouragement of expressing ideals, opinions and beliefs.

Assesses if career goals will be met internally and to what extent the organisation provides opportunities for learning and development.

Measures satisfaction of benefits package and to what extent employees feel they are paid fairly compared to similar internal and external roles.

Open-text questions, eNPS (employee Net Promoter Score), eSAT (Overall Employee Satisfaction) and demographic/diversity questions are also included.

The Your Say Survey has the capability to include additional categories (e.g. Workplace Safety) based on your requirements.

How Was The ‘Your Say’ Survey Developed? 

The Your Say employee engagement survey was specifically developed for for-purpose organisations. Our 21 years of experience and involvement in the sector enabled us to canvas the opinions of many CEOs and People and Culture Managers. By sharing their views of what should be assessed and how the employee engagement survey should be presented, they guided the development of this survey with practical experience. Learning from these opinions, an initial collection of items that measure employee engagement was developed by reviewing academic and practitioner literature and validation studies on Employee Experience and Employee Engagement.

Pathways Australia and organisational psychologists collaborated for over a year to create a shortlist of the collection’s most relevant employee engagement and experience items. The final stage of the developmental process involved a detailed analysis of these shortlisted items to determine the significant predictors of employee engagement. 

This shortlist was finalised with four Employee Experience Key Performance Indicators. These KPIs include different elements of the employee experience that can drive positive employee experience. In addition, the Employee Experience Categories were produced to assess the extent of which the KPs are being reached. 

The Process of Conducting an Employee Engagement Survey with Pathways Australia

Survey Project Timeline

The process of conducting an employee engagement and job satisfaction survey remains similar across organisations, but timelines differ according to your organisation’s size and goals.

Just like every client, every project timeline is individual. We work closely with you to ensure we reach your project targets.

Phase 1

Initial Enquiry ( 1 week)

Let us understand your individual survey requirements and goals, and provide you with a live demonstration as well as a formal proposal.

Phase 2

Project Onboarding (2-3 weeks)

Let's get you set up! Super Simple - follow the instruction guide and templates provided. We'll create the project and send discuss edits and provide a preview for approval

Phase 3

Launch Survey (2-3 weeks)

Survey invites go out with reminders scheduled. You'll get regular response updates. Generally live for two-three weeks, but we can extend based on the response rate.

Phase 4

Survey Analysis ( 2 weeks)

We'll analyse the results and prepares written reports and create online dashboards. We'll keep in touch if any field mergers are required.

Phase 5

Results & Support (1 week)

Obtain results and schedule an interpretation session. We'll also schedule a consultation to discuss any areas that require attention with a HR Specialist.

Phase 6

Add-On Services

If chosen, additional assistance is provided. Such as, results presentation to all staff, HR support or action planning discussions.

How Does Pathways Australia Differ From Other Providers?

Benefits and features

  • Setup is simple (because we do it all for you!)
  • Easy access via email, text message or QR Code
  • It takes only 15 minutes to complete
  • Respondent anonymity is 100% guaranteed
  • Results and analytics provide deep and actionable insights
  • A hard copy summary report is provided
  • Filter results by department, work type, location and other
  • The online results dashboard provides a comprehensive analysis
  • A post-survey consultation with a Pathways Australia HR expert


We’re happy to document our starting fees of our employee engagement survey services because we know they are more competitive than other providers, and we offer much more! 

Our fees include all of the features and start from $3,500 excluding GST.

Speak to a survey consultant today to find out more about fees, inclusions, add-on services and more. 

Frequently Asked Questions

Employee engagement refers to the manifestation of employees’ physical, mental, and emotional involvement in their work environment. When highly engaged with their organisation, staff possess the necessary physical, emotional, and psychological resources and motivation to fully invest in their work and responsibilities. 

Organisations should prioritise employee engagement because it is a crucial factor in predicting future success. The more engaged and invested an employee is, the more effort and productivity they are likely to exhibit. Since employee engagement is a consistent trait, it cannot be determined by just one or two good or bad days. Instead, it is driven by the overall impact of an employee’s daily experiences in the workplace.

Employee engagement is a complex and unique component of each organisation, and there is no one-size-fits-all solution. It’s important to understand the unique needs and preferences of your workforce and tailor your engagement strategies accordingly. Based on current employee engagement survey results we see, some general ways to improve the level of employee engagement include: 

  1. Provide a clear and compelling purpose: Employees are more likely to engage when they feel that their work has meaning and contributes to a larger goal.
  2. Encourage open communication: Establishing a culture of open communication can help employees feel valued and supported. Encourage employees to share their ideas, feedback, and concerns.
  3. Offer professional development opportunities: Employees are more likely to be engaged when they feel their organisation is invested in their growth and development. Provide training and development opportunities to help employees enhance their skills and advance their careers.
  4. Recognise and reward good performance: Acknowledging employees’ contributions and accomplishments can help them feel appreciated and motivated to continue performing well.
  5. Foster a positive work environment: Creating a positive work environment that promotes collaboration, teamwork, and work-life balance can help employees feel more engaged and motivated.

Engaged employees are valuable assets to any organisation. Here are some benefits of engaged employees:

Increased productivity: 

Engaged employees are motivated to perform at their best and are more likely to take initiative and work efficiently. This leads to increased productivity, which can help organisations achieve their goals and improve their bottom line.

Better customer service: 

Engaged employees are more likely to provide excellent customer service because they are invested in the success of the organisation and are motivated to make a positive impact. This can lead to increased customer loyalty and satisfaction.

Improved retention: 

Engaged employees are more likely to stay with the organisation over the long term because they feel connected to their work and colleagues, and see opportunities for growth and development. This reduces the costs associated with turnover and helps organisations maintain a stable workforce.

Increased innovation: 

Engaged employees are more likely to generate new ideas and contribute to innovation within the organisation because they feel empowered to take risks and are invested in the organisation’s success.

Stronger organisational culture: 

Engaged employees contribute to a positive workplace culture by fostering collaboration, communication, and a sense of belonging. This can lead to a more cohesive and supportive work environment, which can further improve employee collaboration, engagement, and overall well-being.


Overall, engaged employees can contribute to improved organisational performance, increased profitability, and a positive workplace culture. Organisations that prioritise employee engagement can reap these benefits and create a workplace where employees are motivated, productive, and committed to the organisation’s success. In turn, these organisations become workplaces with a growth mindset and offer career progression and opportunities for all employees in a collaborative environment.

The most effective and comprehensive way to measure employee engagement is by conducting an employee engagement survey. A staff survey, like the Your Say employee engagement survey offered by Pathways Australia, encompasses important and expertly researched questions that identify the key components that make up employee engagement.

This includes questions related to job satisfaction, organisational commitment, perceived leadership capabilities, well-being, work environment and much more. The results provide holistic insights into areas where the organisation is doing well and areas where improvement is needed.

How satisfied an employee is depends on a range of different daily experiences. A staff survey manages to create touchpoints on all these factors to get a sense of how employees are faring in the organisation. The satisfaction of these experiences is assessed within an employee engagement survey, like the Pathways Australia Your Say employee engagement survey.

Staff satisfaction is measured by asking employees to rank, answer and provide feedback on things such as management support, collaborative work, work-related stress, awareness and much more. 

Determining what questions are helpful in an employee engagement survey should be well-supported by extensive research and a practical understanding of management and leadership. Pathways Australia’s Your Say employee engagement survey was developed with these insights.

Helpful questions within an employee engagement survey include questions that assess job satisfaction, intent to stay, the likelihood of recommending the organisation as a good place to work, the ability to see effective leadership, how supported employees feel, effective communication, the ability to manage work-related stress, and more. These are just a few key areas that are important to assess within an employee engagement survey.

Understanding how to interpret the results, is something Pathways Australia offers within our employee engagement survey services. Reviewing and discussing the results internally with the leadership team, as well as being transparent to employees about where the organisation is are important parts of actionable steps. From here, we’d suggest action planning sessions to address the areas that require attention. Pathways Australia can collaborate with your organisation to develop action plans that are developed on the feedback of your employees and leadership teams.

For more information about our employee engagement surveys, get in touch with our team.

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