Most engagement surveys tell you what employees think—but not what to do about it. At Orange Grove Consulting, we go further. Our regression-based analysis pinpoints what truly drives engagement, our research-backed survey design ensures reliable data, and our organization-specific recommendations turn results into action. If your last engagement survey left you with data but no direction, this FAQ explains how to change that.

FAQ 1: How is Orange Grove Consulting’s employee engagement survey different from others?

The Challenge: Most engagement surveys produce long lists of issues but don’t reveal which ones actually affect engagement.
Our Approach: We use regression analysis to determine which factors statistically drive engagement in your organization. That means your action plans focus on areas with the greatest potential impact, rather than using guesswork to take meaningful action.
Why It Matters: Leaders save time and resources by addressing what matters most to their employees.

Our process moves beyond satisfaction metrics or benchmark comparisons. We analyze your organization’s unique data to uncover what truly drives engagement in your specific context. The result is a focused, data-driven roadmap that directs leadership attention where it will have the most impact.

FAQ 2: Can the engagement survey be customized to our organization?

The Challenge: Off-the-shelf surveys often use generic language that doesn’t fit your culture or strategic goals.
Our Approach: We customize every survey by adapting terminology, adding or removing items, and aligning with your values and terminology. Our survey template is grounded in academic research and incorporates validated scales that ensure reliability and comparability while still being tailored to your organization’s unique context.
Why It Matters: Employees are more likely to respond authentically when questions reflect how they actually experience work.

We work closely with your HR and communications teams to tailor questions and demographic categories that make sense for your workforce. The outcome is data that feels relevant, credible, and easy for leaders to act on.

FAQ 3: How do you help us decide what to focus on after the survey?

The Challenge: Engagement survey reports often overwhelm leaders with too much data and no clear priorities.
Our Approach: Through impact regression analysis, we identify which drivers most influence engagement scores, so leaders can focus on the right levers.
Why It Matters: This ensures action plans are targeted and measurable, not scattered across dozens of low-impact initiatives.

We visualize the analysis in plain language and simple charts, showing which factors statistically predict higher engagement. Our consultants then guide leadership teams in turning those insights into a focused, achievable plan of action.

FAQ 4: Do you provide recommendations or just the data?

The Challenge: Many survey providers deliver reports but leave clients on their own to interpret results.
Our Approach: We deliver organization-specific, actionable recommendations – not generic “improve communication” or “train managers” suggestions. Each recommendation is grounded in your survey results, organizational context, and strategic goals.
Why It Matters: Data alone doesn’t drive change. Targeted, context-specific action does.

Our consultants facilitate working sessions with your leaders to translate insights into next steps. We help you determine what to start, stop, or change – and support you in developing communication strategies that reinforce accountability.

FAQ 5: How do you ensure the results are credible and representative?

The Challenge: Low participation rates or unclear question design can skew results and weaken trust in the data.
Our Approach: We apply survey design best practices: clear questions, multiple languages when needed, and communication strategies to boost participation.
Why It Matters: High-quality data increases both employee confidence and leadership buy-in.

We provide communication templates and rollout strategies to help your organization announce the survey effectively. Our goal is to maximize participation while maintaining anonymity and transparency, so employees feel safe sharing honest feedback.

FAQ 6: What kind of analysis do you provide beyond scores and averages?

The Challenge: Simple averages can hide meaningful differences among departments or employee groups.
Our Approach: We analyze demographic cuts and correlations to uncover patterns, such as differences by tenure, department, or role, while maintaining confidentiality.
Why It Matters: Leaders can address equity, consistency, and inclusion issues that directly affect engagement.

Our reports include clear visuals and commentary highlighting where experiences differ most. This helps organizations understand not only what employees think, but why certain groups feel differently and what to do about it.

FAQ 7: How quickly can we get results and insights?

The Challenge: Delayed reporting can make survey data stale before leaders act.
Our Approach: We deliver a fast yet thorough analysis within weeks of survey close, including executive summaries and detailed findings.
Why It Matters: Timely feedback helps leaders maintain momentum and credibility with employees.

Our streamlined process – from data collection to interpretation – is designed for speed without sacrificing depth. We know timing matters, so we plan survey windows and analysis schedules around your organization’s business cycles.

FAQ 8: What support do you offer after the survey results are delivered?

The Challenge: Engagement efforts often lose steam after the initial report.
Our Approach: We offer facilitated action-planning sessions that help leaders interpret results, set priorities, and identify measurable next steps.
Why It Matters: Consistent follow-through is what turns insights into long-term culture improvement.

While our focus is on actionable insights, we also equip leaders with practical frameworks and facilitation techniques to keep engagement work moving forward, without requiring constant external support.

FAQ 9: How do your engagement surveys align with other organizational initiatives?

The Challenge: Engagement data often sits in isolation, disconnected from broader talent or culture efforts.
Our Approach: We ensure the survey connects to your existing strategies – from leadership development to process improvement – so insights drive system-level change.
Why It Matters: Engagement is not a stand-alone effort; it’s part of how organizations continuously learn and improve.

We integrate engagement insights into leadership development, performance management, or communication strategies as appropriate. That connection makes engagement data a catalyst for broader organizational growth.

FAQ 10: How do we get started?

The Challenge: Many organizations aren’t sure how to begin or what scope is realistic for a first survey.
Our Approach: We start with a brief consultation to understand your goals, workforce size, and current engagement challenges, then recommend the right survey design and rollout plan.
Why It Matters: A thoughtful start ensures your first engagement survey builds trust and delivers actionable insights.

Our initial conversation is consultative, not a sales pitch. We’ll explore your priorities, existing data, and leadership goals to design a survey that fits your context and timeline.

Final Thoughts

Employee engagement surveys are only as valuable as the actions they inspire. At Orange Grove Consulting, our approach combines research-based design, rigorous analysis, and organization-specific recommendations – helping you focus on what truly drives engagement and take meaningful, measurable action.

If you’re struggling with engagement, or what to do with your engagement survey results, schedule a time to learn no-cost ideas from our experts in employee engagement.