justin/pm-claude-skills

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mohitagw15856 036511ab3e Windsurf + Aider targets, MCP server, and demo placement (#33 )

Broadens both reach (more tools) and content types (an MCP server), continuing
the multi-platform story.

Windsurf + Aider:
- build-exports.mjs gains two platforms: exports/windsurf/*.md (workspace rules,
  trigger: model_decision) and exports/aider/*.md (conventions for `aider --read`).
  Now 5 platforms (ChatGPT, Gemini, Cursor, Windsurf, Aider).
- install.sh + bin/cli.mjs install both (windsurf -> .windsurf/rules, aider ->
  .aider/skills with a --read hint); generated README index is excluded from copies.
- One-line windsurf-install.sh / aider-install.sh wrappers for parity.

MCP server (new content type):
- mcp/server.mjs — zero-dependency stdio MCP server exposing list_skills,
  search_skills, get_skill. Published as a second bin (pm-claude-skills-mcp).
  Logs to stderr; reads bundled skills/ at startup. mcp/README.md documents
  client config.

Also: README hero "See it in action" demo placement (ready to swap in a GIF;
recording guide in web/docs-assets/README.md), Works-With table + exports +
install docs updated, CHANGELOG Unreleased. package.json files/bin updated.


Claude-Session: https://claude.ai/code/session_016JWn5jRD5tcEFKrubjQ6Px

Co-authored-by: Claude <noreply@anthropic.com>

2026-06-17 23:15:38 +01:00

4.5 KiB

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Employee Engagement Survey Skill

Designs complete employee engagement surveys and provides a framework for analysing and acting on results.

Required Inputs

Ask the user for these if not provided:

Mode — designing a new survey or analysing existing results
Survey type (annual / quarterly pulse / post-onboarding / exit / specific topic)
Company name (for personalisation of question text)
Company size and stage (startup / scaleup / enterprise — affects question relevance)
Key areas of concern (optional — e.g. "we have had high attrition on the engineering team")
Anonymity approach — fully anonymous, team-level reporting only, or individual responses visible to HR
Length target (short: 5–10 questions / standard: 15–25 / comprehensive: 30+)
For analysis mode: survey results data (paste as table, CSV, or summary statistics)

Mode Detection

User provides survey results -> Analysis mode
User wants to create a survey -> Design mode

Design Mode

Required Inputs

Survey type (annual / quarterly pulse / post-onboarding / exit / specific topic)
Company size and stage
Key areas of concern (optional)
Anonymity approach
Length target (short: 5-10 / standard: 15-25 / comprehensive: 30+)

Opening Statement (always include)

"This survey is anonymous. Your responses help us understand what is working and what to improve. Results will be shared with [who] and we will communicate actions taken by [date]."

Core Questions

Overall Engagement

On a scale of 0-10, how likely are you to recommend [Company] as a great place to work? (eNPS)
I feel proud to work at [Company]. [1-5]
I intend to still be working here in 12 months. [1-5]

Role and Clarity 4. I understand how my work contributes to company goals. [1-5] 5. I have the tools and resources I need to do my job. [1-5] 6. My workload is manageable. [1-5]

Manager and Team 7. My manager gives useful feedback. [1-5] 8. My manager cares about my development. [1-5] 9. I feel part of a team that works well together. [1-5]

Culture and Belonging 10. I feel I can be myself at work. [1-5] 11. People treat each other with respect. [1-5] 12. [Company] lives by its stated values. [1-5]

Growth and Recognition 13. I have opportunities to grow and develop. [1-5] 14. My contributions are recognised. [1-5] 15. I have had a meaningful career conversation in the last 6 months. [Yes/No]

Open questions (always include)

What is one thing [Company] should start doing?
What is one thing [Company] should stop doing?
Anything else to share?

Analysis Mode

Analysis Output

1. Headline Scores

Metric	Score	Benchmark	Trend
eNPS	[-100 to +100]	Industry avg	vs last survey

eNPS: Below 0 = Concerning / 0-30 = Good / 30-70 = Great / 70+ = Excellent

2. Strengths — Top scoring areas with evidence.

3. Improvement Areas — 3 lowest scoring areas with verbatim comment themes.

4. Action Planning Template

Improvement area	Action	Owner	Timeline	Measure

5. Communication Template — Draft message to share results with employees.

Quality Checks

Survey includes anonymity statement at the start
eNPS question (0-10 recommend scale) is included in all survey types
Open-ended questions are included (not just Likert scales)
Analysis includes a specific action planning template (not just observations)
Results communication template commits to sharing back with employees by a specific date

Anti-Patterns

Do not launch a survey without committing to a communication-back date — surveys with no follow-through reduce trust and depress future response rates
Do not use only Likert scale questions — open-text responses surface specific themes that quantitative scores cannot, and are essential for action planning
Do not design a comprehensive 30+ question survey as a pulse — pulse surveys that take more than 5 minutes see sharply lower completion rates
Do not present analysis without an action planning template — raw scores without committed actions are the most common reason engagement survey data is ignored
Do not segment results below teams of 5 when anonymity is promised — small-group breakdowns allow individual identification and destroy psychological safety

Example Trigger Phrases

"Create an employee engagement survey for our team"
"Design a pulse survey for [topic]"
"Analyse these engagement survey results: [paste]"