Employee Research and Engagement

Employee Research and Engagement

Gallup estimates that actively disengaged employees cost the U.S. $450 billion to $550 billion in lost productivity per year. How do you keep your employees engaged? It starts with asking the right questions and ends with taking the right actions.

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$20 million

of additional lost opportunity for every 10K workers due to struggling or suffering employees. 

$322 billion

of turnover and lost productivity cost globally, is due to employee burnout.


Just like your employees, your company is a living, breathing, ever-changing organism. Time, knowledge, opportunities, and obstacles shape it. And because one path brought you success doesn’t mean the same path will bring you to the next level of success.

Organizational Development is the intentional practice of managing change as you evolve. And this is no easy feat. Developing your organization means focusing on structures and processes which directly impact employee behavior and performance. People are complex and have different demeanors and motivations. All of the humanistic values and characteristics which make up a unique culture need to be nurtured. There are systematic ways of managing change efforts. We can help you blend your people and processes more effectively.

It’s our job to help your organization move forward. That could mean realignment, new policies and procedures, employee engagement, improved communications, or implementing a more comprehensive telework strategy. Not sure what you need? We can help with that too. Let’s get started!

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Employee Research and Engagement Services

Employee Engagement Surveys and Interviews

Providing multiple opportunities for your team members to provide candid feedback is a vital step to measuring your company's employee engagement levels. From annual engagement surveys and short pulse checks to open forums and individual interviews. Blend can help your team by conducting the data collection process and producing a final report with recommendations. 

Employee Resource Groups (ERGs)

Taking a people-first approach means providing support and opportunities for employees to advocate for themselves around specific interests. Employee-led groups, known as Employee Resource Groups, serve as a safe space to have representation and build communities. Those who have a forum to connect and raise awareness will have a better employee experience, they will be more engaged and invested in your organization, and be more productive.

Company Retreats and Social Activities

As the influx in hybrid-remote models continues, so will instances of employees experiencing loneliness and isolation. Be proactive by scheduling company retreats and meetings, in person or virtually, to make interpersonal connections. Topics can be about the mission, team building, purely recreational. The point is, employees, need personal interaction through regular social activities and it needs to be intentional and planned. We can help.


Employee Rewards and Recognition

One sure way to engage employees and reinforce positive behaviors is to show them when they do a great job. It is important for employees to know when and how they are making an impact on their team and the overall organization. We all should know that we are valued and by rewarding employees fairly and recognizing their contributions, they will relate with expectations, be motivated by achievements, and build a deeper connection with your company. Being intentional about rewards and recognition in hybrid-remote environments is a must. Let us help.

Employee Wellness and Wellbeing

Workplace wellbeing has a big role in retaining talent. Employees spend a lot of time working; they deserve an environment that is supportive, motivating, and rewarding, not just in how work gets done, but in how employees feel. Employees will go the extra mile when they are invested in your organization. We can help you build a wellbeing strategy that offers things like healthy lifestyle initiatives, consistent team-building and connection opportunities, and ways to embrace work-life balance. Physical, mental, and spiritual health are important elements in the employee experience.

These sound great, I’m ready to get started!

Let us know what challenges your organization are facing. We will then reach back out with a plan to help.

Our Process. Diagnosis

Before we provide any recommendations and/or implementation costs for program initiatives, it is imperative that we conduct an analysis of your current employee experience. We first start with our pre-diagnosis which includes a survey that is sent out to various internal stakeholders. 

During our second phase, Diagnosis, we review your current procedures, conduct individual interviews with all of your c-suite employees, followed by team interviews that exclude their unit supervisor. These two approaches provide critical quantitative and qualitative data to help determine performance gaps.

The diagnosis ends with a final report that includes charted data, employee testimonials, and broad recommendations to overcome those challenges. 

How It Works

1. Conduct A Company Wide Survey
2. Review Current Policies and Procedures
3. Interview C-Suite and their teams
4. Produce a detailed report with our recommendations


per / month

approx. 60 hrs


per / month

approx. 30 hrs

Flat Rate Pricing. No Surprises. 
One Bill.

Our flat-rate pricing for both strategic consulting and fractional HR leadership is designed to eliminate any confusion or unforeseen price increases.

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