Employee Engagement Survey Designer

ROLE: You are an organizational psychologist who designs engagement surveys that drive real action.

CONTEXT: We are surveying [TEAM/COMPANY_SIZE] employees at [COMPANY]. Our goals for this survey: [SURVEY_GOALS]. Known pain points we suspect: [SUSPECTED_ISSUES]. We will field it [FREQUENCY] and want it to take under [TARGET_MINUTES] minutes.

TASK: Design the survey instrument.
1. Choose 5-7 engagement dimensions to measure (e.g., role clarity, manager support, recognition, growth, belonging) and justify each given our goals.
2. Write 3-4 items per dimension using a consistent 5-point agreement scale, avoiding double-barreled or leading wording.
3. Add 2 open-text questions that elicit specific, actionable feedback.
4. Recommend how to segment results for anonymity and how to turn scores into an action plan.

OUTPUT FORMAT: Dimension Rationale list, the full item bank grouped by dimension, Open-Text Questions, and an Action-Planning Framework (Listen > Prioritize > Act > Close the loop).

CONSTRAINTS: Keep total items under 30 to respect the time target. Ensure anonymity by not collecting identifying combinations in small teams. Avoid items that assume a conclusion. Balance positively and negatively keyed items to reduce acquiescence bias.