EngageOne
LoginBook a demo

Culture Vibe · Engagement

Integrating

Ask once a year. Ask at the moments in between.

The annual engagement survey sets the baseline, pulse surveys track it between rounds, and onboarding and exit surveys catch the moments that decide whether someone stays. A group's result only appears once enough people in it answered, and every result arrives with a benchmark and an action plan a manager owns.

Join the waitlistSee how it works
E
Alturki Holding/EngagementSearchNA
ResultsDriversPulseOnboardingExitLaunch pulse

Participation

86%

812 of 940 invited

Engagement score

68

↑ 3 vs 2025

Vs benchmark

+2

GCC sector · 2026

Scores by driverEngagement 2026
Manager support
81+7
Belonging
79+5
Collaboration
74+2
Career growth
66+3
Workload
62−4
Recognition
58−11
Anonymous · cuts under 5 responses stay hiddenBenchmark
By departmentMin. 5 responses
Operations214
71
Commercial96
64
Finance58
69
Technology41
60
Procurement22
66
Internal Audit4Held back
Legal3Held back
Action plans9 managers
SISalma IdrisOperationsRecognition
2 of 3 done
RARashid Al-OtaibiCommercialWorkload
1 of 3 done
HAHessa Al-MutairiFinanceCareer growth
Not started

  • Answers people are willing to give

    A group's result only shows once enough people in it answered, and no one ever sees an individual answer.

  • A result a manager can act on

    Every manager gets their team's score with an action plan attached — owners, due dates and the pulse that checks it.

  • The whole life cycle, not one survey

    Day 30, 60 and 90 for new joiners, the annual gauge, pulses between rounds, and a survey at the exit.

Engagement survey

The annual gauge, cut by department, team and demographic.

A validated question set goes out once a year and returns a score per driver. The same drivers are cut by department, team and demographic, and each cut is held back until enough people in it have answered. Every driver carries a benchmark to sit against, and each manager leaves with an action plan — owners and due dates, not a slide.

  • A validated question set, not one written the week before
  • Cuts by department, team and demographic, each held to the floor
  • An action plan per manager, with owners and due dates
Engagement 2026812 of 940
AllOperationsFinanceCommercial
  • Manager support
    81
  • Recognition
    58
  • Workload
    62
  • Career growth
    66

Sector benchmark

Action planOperations
SISalma Idris34 people
  • Monthly recognition in the shift huddleApr
  • Rebalance the weekend rotaMay

Pulse surveys

Short check-ins between the annual rounds, on a schedule.

A pulse is a handful of questions on a set schedule rather than a second annual survey. Each driver keeps a trend line across rounds, so a dip shows up in weeks instead of at the next annual gauge, and the action plan from the last round has something to be measured against. The anonymity floor applies to every cut, the same way it does on the annual survey.

  • Scheduled rounds, a handful of questions each
  • A trend line per driver across rounds
  • The same anonymity floor as the annual survey
Workload5 rounds
NovDecJanFebMar

Annual survey: 68

ScheduleMonthly
  • Feb roundSent
  • Mar roundSent
  • Apr round7 Apr

6 questions

Onboarding surveys

Day 30, 60 and 90, triggered from the hire date.

A new joiner gets a short survey at day 30, day 60 and day 90, counted from their hire date rather than from a calendar somebody keeps by hand. Answers roll up by joining cohort, so early risk is visible while there is still time to do something about it, and what a cohort flags lands in the manager's action plan.

  • Triggered from the hire date, with no list to maintain
  • Early risk flagged per joining cohort
  • Feeds the action plan the manager already has
Joined in February18 people
TADSZKMQ+14
  • Day 30
    18 of 18
  • Day 60
    11 of 18
  • Day 90
    12 Apr

From each hire date.

Early signalFeb cohort
  • The role was clear54
  • Manager check-ins71

Added to the action plan

Exit surveys

Why people leave, and which of them you regret losing.

An exit survey goes out at departure and asks the reason in a form that can be counted, not only a free-text box one manager reads once. Reasons aggregate by department and by tenure band, and a regretted loss is marked as one, so the pattern behind the leavers you wanted to keep is visible. No cut appears below the anonymity floor.

  • Reasons in a form you can count, not free text alone
  • Regretted loss marked, so the pattern behind it shows
  • Aggregated by department and tenure band, never below the floor
Reasons for leaving37 leavers
  • Pay
    11
  • Career path
    9
  • Manager
    8
  • Relocation
    5

Regretted loss9 of 37

By tenureOperations
  • Under 1 year
    14
  • 1–3 years
    12
  • 5+ years
    —

5+ years: under 5.

How it works

Built with you, then handed over.

A consultant sets it up and runs the first cycle beside your HR team. After that they own it.

  1. 01First call

    Connect

    The Culture Vibe workspace is linked to your ENGAGƎ ONE tenant. People, departments and reporting lines sync across, so there is no list to upload.

  2. 02Launch week

    Launch

    Pick the survey, set the anonymity floor and the schedule, and invite the people it covers.

  3. 03After it closes

    Act

    Results land per manager with an action plan attached. The next pulse shows whether what they did moved anything.

Works with your stack

People and structure come from ENGAGƎ ONE and your HRIS. Results go back as signals.

  • ZenHR
  • Bayzat
  • Jisr
  • Odoo
  • SAP SuccessFactors
  • Oracle HCM
  • Workday
  • Darwinbox

The rest of the platform

Culture Vibe is one of four modules.

FAQ

Questions teams ask before they start.

Didn’t find it here? Join the waitlist and ask us directly.

No. It is a separate ENGAGE product with its own workspace, sold alongside ENGAGƎ ONE and integrated with it. People and org structure flow in from ENGAGƎ ONE, and survey results flow back as signals.

Get your HR right, once.

Bring the org chart you have today. In one call we’ll show you where it breaks, and what it looks like when it’s alive.

Book a demoTalk to us