Claude
572b8acf8c
Make the library multi-platform without duplicating content. Each skills/<name>/SKILL.md body remains the single source of truth; a new generator renders platform-ready exports from it. - scripts/build-exports.mjs — dependency-free Node generator with a PLATFORMS registry so new platforms (Gemini, Cursor, …) are a few lines. Ships ChatGPT exports at exports/chatgpt/<bundle>/<skill>/SYSTEM_PROMPT.md (172 skills), plus generated index READMEs. Supports --platform and --check. - exports/ — generated ChatGPT system prompts, ready to paste into a Custom GPT. - .github/workflows/check-generated.yml — fails a PR if exports or web/skills.json drift from the source skills. - README "Works With" now documents the ready-to-use exports and regen command. - CHANGELOG + SKILL-AUTHORING-STANDARD note the generated artifacts. Co-Authored-By: Claude Opus 4.8 <noreply@anthropic.com> Claude-Session: https://claude.ai/code/session_016JWn5jRD5tcEFKrubjQ6Px
4.5 KiB
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]"