Measuring Engagement to Strengthen Organisational Culture
Client: A top-tier, full-service corporate and commercial law firm with a national footprint, recognised as one of South Africa’s “Big Five.”
Industry: Legal Services
Focus: Employee Insights; Culture Survey; Engagement Survey
What They Were Up Against
The client sought to assess employee engagement following feedback from a previous culture survey, which had surfaced concerns around people management, work–life balance, and recognition structures. Leadership needed to know whether these issues persisted and whether recent interventions were improving employee experience.
Without timely insight, the firm risked rising attrition, declining morale, and weakened performance, factors that could have undermined both its culture and its competitive edge.
Where We Chose to Focus
We began by analysing the prior survey results to identify key themes for exploration. Together with the client, we co-designed an engagement survey that reflected the firm’s most pressing people challenges, post-pandemic workplace realities, and its newly developed Employee Value Proposition.
To ensure depth and accuracy, we also collected employee and departmental data, enabling the results to provide both organisational and unit-level insights.
How We Partnered for Impact
Our approach blended rigour with collaboration:
Survey Design
Questions were co-created with HR and leadership to ensure relevance and alignment to organisational priorities
Deployment
A secure, anonymous, and user-friendly platform encouraged participation, supported by proactive monitoring to drive strong response rates
Analysis & Reporting
Insights were presented in a clear, accessible format, with the ability to drill down by business unit and department for targeted action
Through this process, leaders gained a holistic view of employee sentiment, reinforced by practical recommendations for immediate and longer-term action.
What Shifted
The engagement survey provided an evidence-based understanding of employee experience, highlighting both progress and persistent challenges.
Key shifts included:
Clearer Priorities
Leadership could focus resources on the issues with the greatest impact
Targeted Local Action
Departmental insights enabled managers to address specific engagement gaps
Deeper Cultural Visibility
Leaders understood not only what employees felt, but why
Data-Driven Decisions
Engagement discussions shifted from perception to insight, driving accountability and momentum
Success Enablers
Anonymity and transparency, which encouraged candid feedback
Visible leadership commitment, which reinforced trust in the process
Co-design of survey questions, ensuring relevance and credibility
Alignment to strategic priorities, including EVP and post-pandemic needs
