Beyond the Score: Driver Analysis for Employee Engagement Survey Data

A single engagement score number is of limited use without driver analysis identifying which underlying factors (manager quality, career growth, recognition) are statistically associated with movement in the composite score — and, critically, with subsequent voluntary turnover.

• Manager quality is consistently the single strongest driver of both engagement and regrettable turnover across industries
• Engagement scores should always be paired with regrettable-vs-total turnover breakdowns to validate their predictive value
• Response rate below 60% materially undermines the reliability of department-level engagement reporting
• eNPS is a useful lightweight pulse but should not replace full driver-based engagement surveys

• • Building an HR dashboard that connects engagement drivers to turnover risk
• • Prioritizing which engagement survey findings warrant management action