Employee Experience
Engagement tells you how hard your people are pulling. Alignment tells you whether they’re pulling the same way. Insync measures both, benchmarks them against current Australian sector data, and helps your leaders know exactly where to act, with the whole of your people data joined up behind it.
Most engagement surveys tell you what your scores are. Far fewer help you work out what they mean, or what your leaders should actually do on Monday morning.
They also tend to measure only half the picture. Engagement is the energy people bring; alignment is whether that energy is pointed in the same direction. A workforce can be busy, committed and pulling hard, and still pulling against itself. Measuring engagement without alignment tells you people care, but not whether their effort is adding up to anything.
Global benchmarks don’t help much either. An Australian organisation needs to compare with Australian peers in its own sector, not an international average that flattens the differences that matter. And there’s a real cost to getting this wrong: when a survey runs, and nothing visibly changes, people stop believing it’s worth answering. Response rates fall, and trust goes with them.
Our Approach
The same senior consultants work with you from survey design through to action planning. You’re not handed between an account manager and a platform, and you’re not left to interpret a dashboard on your own.
Our psychometrically validated Engagement Survey measures engagement and six key organisational factors: strategy and direction, senior leadership, team leadership, team effectiveness, investment in people, and tools and support. This gives you a robust view of engagement and what’s driving it.
Your results are benchmarked against current Australian sector data, so the comparison reflects the conditions organisations are operating in now, not years ago. A senior Insync consultant then talks your leaders through what the numbers are actually saying and where to focus their efforts.
We turn your results into a prioritised roadmap and give your people leaders the tools to plan and track action through the portal. We stay involved as advisers while the work happens, so momentum doesn’t fade once the report lands.
1. What’s included
Every Insync engagement survey comes with the tools and expert support to turn your data into action your leaders will follow through on.
Analyse your data by team, location, role or tenure. Drill into areas of strain and build targeted action plans as results come in, rather than waiting weeks for static reporting.
See how you compare with peers in your sector, nationally and over time, against a current benchmark, so your scores always carry context that’s fair and relevant.
A senior Insync consultant presents findings to your leadership team, interpreting the data in the context of your organisation, your sector and your priorities.
A short list of the highest yield focus areas, identified with you, plus action planning tools for people leaders in the portal. Clear priorities, not a list of everything at once.
The right people see the right information. Executive, management and team views are configured to your structure and reporting lines.
Extend the survey with modules on psychological safety, diversity & inclusion, wellbeing or WHS, while keeping your core benchmarked data intact.
2. Key outcomes
Beyond the deliverables, this is what a well-run engagement survey actually shifts.
Your leadership team leaves the debrief with a handful of clear priorities, not a spreadsheet of scores. The insight is in context, the actions are specific, and the conversation has already begun.
When people see action follow a survey, they are more likely to answer the next one. Organisations that survey consistently with Insync build a steady cycle of listening and improvement.
You learn not only how your scores compare with sector peers, but why they sit where they do, against a current comparison rather than a dated one. That’s what turns data into decisions.
Organisations that perform in the top decile of our alignment and engagement benchmark may also be eligible for recognition through the Insync Best Employer Award.
Our action-planning tools and advisory support build your leaders’ ability to act on data, so each survey cycle starts from a higher base than the last.
3. Why Insync
Most providers hand you a platform and a relationship manager. Insync puts a senior team around your survey, data analysts and senior consultants who work on your results, drawing on an instrument psychometrically validated by registered psychologists. And your engagement survey doesn’t sit on its own: it’s the hub of a connected view of your people, which is something a pure-platform competitor can’t offer.
Our benchmark draws on more than 2.5 million responses across every major Australian sector, gathered over 25 years. But we compare you against a current benchmark, not the whole historical pile, so the context stays stable and fair: you’re measured against how comparable organisations are doing now, not against a pre-pandemic or otherwise dated baseline. Depth gives the instrument its rigour; currency gives the comparison its meaning.
Built and validated by registered psychologists, with strong internal consistency across all seven factors (Cronbach’s Alpha 0.83 to 0.93) and a model that explains around 70% of what drives engagement. Senior consultants, not psychologists, deliver your engagement, but the instrument they use is genuinely validated, not a set of questions someone thought sounded right. Full psychometric detail is available on request.
Your consultant already understands your sector’s pressures, whether that’s compliance in financial services, mission-driven culture in community services and NFPs, or workforce strain in health. They read your results through the right lens from the first conversation.
We analyse, synthesise and prioritise with you, then stay involved as advisers through action planning and leadership workshops. We don’t claim to make the change happen; that’s your leaders’ work, but we make sure they start it with clear priorities and support it the whole way through.
Sector expertise
Our benchmarks are sector-specific, not averaged across industries. Select your sector to see how we apply engagement surveys in your context.
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