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GK Engagement Survey · GoldinKollar

Your annual engagement numbers will come back below reality.
And not because your work is bad.

Whatever engagement survey you run this year, the numbers will come back far below reality.

Book a walkthrough See how it works
  • Ten minutes on mobile
  • Arabic or English
  • Typed or spoken
The GK Engagement Survey on a phone: “If you had to choose, which of these two matters more to you at work right now?” — Security and stability, or Learning and variety.

Why the numbers come back low

Conditions outside your control change your people’s mood.

They answer based on how the last few days felt—not the reality of the whole year.

What it costs you

  1. 1Numbers that sit below reality.
  2. 2A whole year of your work left unseen.
  3. 3Next year’s plan built on wrong information.

GK Engagement Survey

That is why at GoldinKollar, we developed the GK Engagement Survey.

How it works

Instead of asking how satisfied they are, we ask them to choose.

The GK Engagement Survey on a phone: “If you had to choose, which of these two matters more to you at work right now?” — Security and stability, or Learning and variety.
First, what matters to them
The same choice, asked about the employer: “Which of these two does your company actually give you more of today?”
Then, what your company gives them

“Does your environment guarantee you stability, or give you room to experiment?”

The answer has to be realistic, because you cannot do a thing and its opposite.

What it reveals

More importantly, choosing brings us closer to them. It reveals what actually moves them.

Their true priorities. And the exact gap between what they want and what you deliver.

The five motives a person chose, which they then put in order — the one that matters most at the top.
Their true priorities, in their own order
Report, illustrative data: employees’ top three motives beside what the workplace actually delivers into a top three.
What they want, against what you deliver · Sample report · illustrative data, not a client’s results
Report, illustrative data: for each motive, where it ranks for what people want against what they get, with the gaps where people want more than they receive marked in coral.
The exact gap, motive by motive · Sample report · illustrative data, not a client’s results

Scope

And this is one survey, not five. Engagement, culture, EVP, experience, and retention.

  • Engagement
  • Culture
  • EVP
  • Experience
  • Retention

One fieldwork, one invoice. You stop buying the same people’s attention three times a year.

Report, illustrative data: the ten motives as a wheel — what people want, and the outline of what they get today.
What people want, and what they get today · Sample report · illustrative data, not a client’s results
Report, illustrative data: the culture people would thrive in against the culture they work in today, across four culture types.
The culture they would thrive in, and the one they work in · Sample report · illustrative data, not a client’s results

It is built on scientific foundations and published research you can verify yourself.

Your people’s language

Written for your people. Not translated.

And the questions are written specifically for your culture, in your people’s everyday language. Not translated.

Ten minutes on mobile. Arabic or English. Typed or spoken.

The same question in Egyptian Arabic: «لو كان لازم تختار حاجة واحدة بس، إيه الأهم بالنسبة لك في شغلك دلوقتي؟»
The same question, as your people in Egypt read it

What every team gets

Every team gets three numbers, one clear action, an owner, and a date.

Report: what happens after the results land — sponsor report at 14 days, the headline to everyone at 30, one action per group at 45.
What happens after the results land · Sample report · illustrative data, not a client’s results

Ways to run it

  • Baseline round

    Your first honest read on what drives your people

    • One full round
    • Sponsor report within 14 days
    • Headline to everyone within 30 days
    • One action per group within 45 days

    Quote-based

  • Round + pulses

    Checking whether last round’s action worked

    • Everything in the baseline round
    • A 17-question pulse between rounds
    • Same instrument, so any change is comparable

    Quote-based

  • Annual programme

    Turning intent to stay into a real forecast

    • Two full rounds and the pulses between them
    • After 12 months, answers matched against who actually left
    • A retention forecast calibrated on your own history

    Quote-based

Ask for a quote

Questions before you book

We already run an engagement survey. Why would we change?

Keep what works for you. The difference is one thing: on a rating scale, people answer based on how the last few days felt — not the reality of the whole year. The GK Engagement Survey asks them to choose between two things they want, and the answer has to be realistic, because you cannot do a thing and its opposite. Run one round and judge it by the action plan it produces.

How long does it take an employee?

About ten minutes, on a phone, with no login. People can type or speak their answers, in Arabic or in English.

Is it really anonymous?

Nothing is reported for any group under seven people, and no written comment for a group under ten. If a small group could be worked out by subtracting the groups we did show, that one is hidden too. During fieldwork the live view shows response rate only — never results.

Can you benchmark us against other companies?

Not in the first round, and we say so. The first round uses the bands built into the answer scale itself. Once we hold enough rounds, the bands are rebuilt on what has actually been observed. We would rather tell you we do not have a benchmark yet than compare you with somebody else’s call centre.

Does it predict who will leave?

It measures who says they plan to stay, by group — an early warning you can use today. Twelve months after a round, we match those answers against who actually left. From then on it is a forecast calibrated on your own history, not somebody else’s turnover.

Does it cover culture and EVP, or only engagement?

All of them. The same answers produce the culture your people work in against the one they need, and the offer you actually make against the one they would choose — with no extra questions.

Your annual engagement numbers will come back below reality.

Your real numbers.

So your annual engagement numbers are your real numbers.

GK Engagement Survey from GoldinKollar. Built with you—not sent to you.

Book a walkthrough Ask for a quote

Figures in the report screens are illustrative — generated for this page with the survey’s own scoring rules, not any client’s results.