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Providing insights

Our data science capabilities mean that we can analyse and interpret engagement data in exciting and informative ways that will help your business managers to focus on what's most important.

Why measure engagement?

Measuring the levels of engagement of your people will give you the clearest and best data on how much they appreciate your employee value proposition, and time and again employee engagement has been shown to correlate positively with a range of business outcomes.

Evidence for the positive business impact of engagement.

Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002) performed a major meta-analysis on the impact of employee engagement on business outcomes. Here's what they found:

  • 21% better productivity
  • 10% better customer loyalty
  • 70% better safety record
  • 41% reduction in absenteeism

The researchers performed a utility analysis in which they compared business outcomes between companies that fell into the top quartile of employee engagement, and companies that fell into the bottom quartile of employee engagement. The sample size was 200,000 people.


The first step in the process of 'engagement investment' is to take a measurement, it establishes your baseline, and it gives you the foundation upon which positive business outcomes can accrue.

How survey data analytics help your business

We can ask any question, to anybody, any number of times. We can put together a survey tailoured specifically for your business. This might be a once a year engagement survey with a fixed question-set, or it mght be a more regular flash survey with a flexible question-set targeting your 'in the moment' issues which we can send out to different parts of your business throughout the year.

Our skill is turning data into insights.

Using a powerful array of statistics and algorithms we can hone in on the really important aspects of employee opinion

  • We provide stats on the difference between each of your business units compared to your company average.
  • We can report on whether any of the differences are statistically significant, so that you need to take action only in those business units that are significantly different.
  • Using regression analysis we can tell you which of the questions have the biggest impact on engagement, and we can do this for any of your business units. This means that the focus of attention can be on the these biggest impacts, avoiding the sometimes overwhelming array of data that can face a manager when the survey stats first come out.
  • If we have year on year data for your company we can provide data on whether your interventions from last year have been successful.
  • We can assess the relationship between your engagement scores and other employee data, such as retention data, performance appraisal data, etc.

What to measure

Every organisation has its own unique factors that contribute to employee engagement. We will help you to distill a handful of questions to put to your people that will surface those really important factors - to be asked annually, or more regularly using flash surveys.

  • Managers account for at least 70% of the variance in employee engagement scores. Inevitably there should be questions such as how do I feel about the way I am managed?
  • Do I feel valued?
  • Are there opportunities for me to progress if I want to?
  • Will people listen to me if I have something important to say?
  • Is my team achieving its full potential?
  • Do I respect the values of my employer?


Benchmarked question sets

If you would prefer to use one of our benchmark templates that is no problem. We have two key question sets which you can use. They have been well designed, with a robust theoretical foundation, and they have been used by many organisations, providing an excellent normative benchmark.

The Smithfield Composite.TM

The Smithfield Composite is a bank of 22 questions that cover a range of core engagement factors. We have normative benchmark data against which we compare and contrast your organisation. How well does your business compare?

Benchmarking is not for everyone. Many of our clients prefer internal comparison rather than external comparison. Their view is that the most important thing is how well business units and teams are doing against their own company average. And that is fine, it's a good approach and a valid one. You can still use the Smithfield Composite question-set.

The Good Work Survey.TM

There are thirty five standardised questions that measure five key factors of employee engagement. It is based on high quality research from across Europe centred around good work, fair work, and best work.

Good Work Survey

Our technology platform

Our philosophy is to ensure ease of access, ease of navigation, and a smooth interaction for people working a busy day.

We have designed our survey site so that every question is on a seperate web page that gets written to our server. This way, our users never lose any data, because we are busy right? The phone rings, an email comes in, we get interrupted with people at our door, and sometimes we cannot get back to the survey after the interruption. But nothing is lost. Our users hit the link again and it brings them straight back to where they left off.

  • Reminders are sent only to those people who have not completed the survey.
  • Your survey can include multiple choice and text response questions.
  • Your survey can be delivered as an annual event, or we can deliver multiple flash surveys throughout the year.
  • Your survey can be as short or as long as you want, taking into account the balance between length and optimising completion rates.

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