A structured employee engagement assessment should cover leadership and communication, recognition, wellbeing, career development, teamwork, performance feedback, culture, purpose and retention — not just a single "are you happy" question. DNB's assessment uses 45 questions across these 9 pillars.

Most organisations benefit from reassessing at least once a year, with more frequent pulse checks for teams going through change. Engagement drifts over time, so a single measurement only tells part of the story — regular reassessment is what turns a score into a trend you can act on.

There's no universal "good" number — it depends on your industry and team size. That's why benchmarking matters: DNB's assessment compares your score against an industry average and against high-performing organisations, so you know whether your result is genuinely strong or just average.

Satisfaction measures how people feel; engagement measures the organisational conditions that drive performance, discretionary effort and retention. A satisfaction survey might ask "are you happy here?" An engagement assessment asks about specific, actionable drivers like recognition, communication and career development — the things leadership can actually change.

Yes. For team-wide rollouts through the Corporate Success Programme, responses are collected anonymously so employees can answer honestly, with results reported at the department or organisational level rather than tied to individuals.

The core assessment is free. Paid options range from MUR 5,000 for a detailed Executive Insight Report to a Corporate Success Programme priced by company size, starting from MUR 75,000 for smaller teams. See the pricing section above for full details.

Common signs include rising turnover, declining participation in company initiatives, increased manager complaints, missed deadlines, "quiet quitting," and general low morale. If several of these are showing up at once, a structured assessment will show you exactly which pillar is driving it.