Engagement Survey Analysis

Overall favorable is 68%, with 84% participation (about 790 of your ~940 employees responded) and an eNPS of +22. That's a solid base to work from, and the participation rate means the results are representative enough to act on.

The driver scores are where the story is. Favorable is highest on Manager Support (79) and Belonging (74), and lowest on Career Growth (58) and Workload (51), with Communication (68) and Recognition (62) in the middle.

Now the open-text comments, which is where the scores turn into something you can act on. Workload and capacity is the dominant detractor theme, showing up in roughly one in three negative comments, and it's concentrated in Support and Operations. A representative line, paraphrased and anonymized, reads "we're covering two roles' worth of tickets and it's not sustainable." Career growth and promotion clarity is the second detractor theme, with people asking what the path to the next level actually looks like: "I don't know what I'd need to do to get promoted here."

The praise runs the other way. Manager quality is the top theme in the positive comments, which lines up cleanly with Manager Support being your highest driver at 79. People feel supported by their direct managers even where they're stretched thin.

The takeaway is that Workload is both your lowest driver at 51 and the top detractor theme in the comments, so it's the clear first priority rather than a close call. And it points at the same teams, Support and Operations, that show up in your other people reads, so a workload fix there is likely to move more than one number. Career Growth at 58 is the second thing to look at, and it's more about clarity than a full redesign. I'd start with a capacity review for Support and Operations.