mohitagw15856
036511ab3e
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>
110 lines
4.5 KiB
Markdown
110 lines
4.5 KiB
Markdown
# Employee Engagement Survey Skill
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Designs complete employee engagement surveys and provides a framework for analysing and acting on results.
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## Required Inputs
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Ask the user for these if not provided:
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- **Mode** — designing a new survey or analysing existing results
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- **Survey type** (annual / quarterly pulse / post-onboarding / exit / specific topic)
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- **Company name** (for personalisation of question text)
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- **Company size and stage** (startup / scaleup / enterprise — affects question relevance)
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- **Key areas of concern** (optional — e.g. "we have had high attrition on the engineering team")
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- **Anonymity approach** — fully anonymous, team-level reporting only, or individual responses visible to HR
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- **Length target** (short: 5–10 questions / standard: 15–25 / comprehensive: 30+)
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- **For analysis mode:** survey results data (paste as table, CSV, or summary statistics)
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## Mode Detection
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- User provides survey results -> Analysis mode
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- User wants to create a survey -> Design mode
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---
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## Design Mode
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### Required Inputs
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- Survey type (annual / quarterly pulse / post-onboarding / exit / specific topic)
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- Company size and stage
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- Key areas of concern (optional)
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- Anonymity approach
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- Length target (short: 5-10 / standard: 15-25 / comprehensive: 30+)
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### Opening Statement (always include)
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"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]."
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### Core Questions
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**Overall Engagement**
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1. On a scale of 0-10, how likely are you to recommend [Company] as a great place to work? (eNPS)
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2. I feel proud to work at [Company]. [1-5]
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3. I intend to still be working here in 12 months. [1-5]
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**Role and Clarity**
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4. I understand how my work contributes to company goals. [1-5]
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5. I have the tools and resources I need to do my job. [1-5]
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6. My workload is manageable. [1-5]
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**Manager and Team**
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7. My manager gives useful feedback. [1-5]
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8. My manager cares about my development. [1-5]
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9. I feel part of a team that works well together. [1-5]
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**Culture and Belonging**
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10. I feel I can be myself at work. [1-5]
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11. People treat each other with respect. [1-5]
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12. [Company] lives by its stated values. [1-5]
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**Growth and Recognition**
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13. I have opportunities to grow and develop. [1-5]
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14. My contributions are recognised. [1-5]
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15. I have had a meaningful career conversation in the last 6 months. [Yes/No]
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**Open questions (always include)**
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- What is one thing [Company] should start doing?
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- What is one thing [Company] should stop doing?
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- Anything else to share?
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---
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## Analysis Mode
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### Analysis Output
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**1. Headline Scores**
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| Metric | Score | Benchmark | Trend |
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| eNPS | [-100 to +100] | Industry avg | vs last survey |
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eNPS: Below 0 = Concerning / 0-30 = Good / 30-70 = Great / 70+ = Excellent
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**2. Strengths** — Top scoring areas with evidence.
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**3. Improvement Areas** — 3 lowest scoring areas with verbatim comment themes.
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**4. Action Planning Template**
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| Improvement area | Action | Owner | Timeline | Measure |
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|---|---|---|---|---|
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**5. Communication Template** — Draft message to share results with employees.
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## Quality Checks
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- [ ] Survey includes anonymity statement at the start
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- [ ] eNPS question (0-10 recommend scale) is included in all survey types
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- [ ] Open-ended questions are included (not just Likert scales)
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- [ ] Analysis includes a specific action planning template (not just observations)
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- [ ] Results communication template commits to sharing back with employees by a specific date
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## Anti-Patterns
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- [ ] Do not launch a survey without committing to a communication-back date — surveys with no follow-through reduce trust and depress future response rates
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- [ ] Do not use only Likert scale questions — open-text responses surface specific themes that quantitative scores cannot, and are essential for action planning
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- [ ] Do not design a comprehensive 30+ question survey as a pulse — pulse surveys that take more than 5 minutes see sharply lower completion rates
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- [ ] Do not present analysis without an action planning template — raw scores without committed actions are the most common reason engagement survey data is ignored
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- [ ] Do not segment results below teams of 5 when anonymity is promised — small-group breakdowns allow individual identification and destroy psychological safety
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## Example Trigger Phrases
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- "Create an employee engagement survey for our team"
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- "Design a pulse survey for [topic]"
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- "Analyse these engagement survey results: [paste]"
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