Overview
You’ll have a credible read on what’s driving engagement, a plan your managers can execute, and a 90-day tracker that lets you report progress back to employees and leadership.
We’ll run a survey, on-site listening, and a readout that leadership can act on, with anonymity protected and supervisors brought in early. You’ll finish with a short list of priorities, owners, and dates you can stand behind.
We keep this work practical by setting expectations up front, asking questions people can answer safely, and turning what we hear into a small number of moves you can actually run. We manage the comms, the sessions, and the action planning so the feedback doesn’t stall out in a deck.
Who you are working with
We’re Megan Baxter and Caleb Crowe, and we do employee engagement programs for employers who need answers they can put in front of a GM and owners. Megan comes from HR and survey work, and Caleb comes from on-the-floor facilitation, where you earn candor by running a tight, fair room.
We get hired when leadership wants the truth but doesn’t want a free-for-all. We build anonymity into the mechanics, we don’t let sessions turn into grievances with no path out, and we don’t publish a list of complaints without owners and dates. You get a process your supervisors can live with, and a plan employees can watch you follow through on.
The team
You’ll work directly with the two of us throughout, so you always know who is asking, listening, and writing up what we learn.
Team
Megan Baxter, Engagement consultant. Megan designs the survey, runs the analysis, and leads the readout so the findings land as decisions, not general impressions.
Caleb Crowe, Facilitation lead. Caleb leads the focus groups and manager interviews, keeps the conversation on track, and surfaces the patterns people won’t put in writing.
Recent projects
Here are a few employee engagement programs we’ve run for mixed workforces where trust, anonymity, and supervisor buy-in mattered.
Portfolio
Engagement reset after merger. Survey plus cross-shift focus groups to separate merger noise from day-to-day friction. The action workshop produced five priorities with named owners, and leadership published a 90-day update cadence employees could hold them to.
Shop floor and office alignment. Survey built with role-based question paths, followed by short manager interviews. The readout highlighted three breakdown points between scheduling, dispatch, and support, with fixes tied to specific handoffs.
Supervisor trust rebuild. On-site listening across crews first, then a manager workshop focused on how to ask, listen, and close the loop. Within one quarter, teams reported faster issue follow-up and fewer repeat complaints.
“We got honest feedback and a plan we could actually run with.”
HR director, a multi-site operator
Our approach
This runs best when employees know what will happen with their input and managers aren’t surprised by the process. We plan for both up front, then we keep the pace steady so the work turns into action while the feedback is still fresh.
1. Build and set-up Week 1 We confirm the goals, workforce mix, and the decisions you need to support. Megan builds the survey and the anonymity rules. You review the questions and the launch message, then we set dates for on-site sessions across shifts. 2. Listen on-site Week 2 Caleb facilitates focus groups across shifts using a consistent guide, so themes are comparable. We watch for issues that differ by role or location. You provide space, a roster, and coverage so people can attend without penalty. 3. Manager pulse Week 3 We run short interviews with a set of supervisors and key managers to test what we heard and to understand constraints. This is also where we surface support needs, so managers don’t feel blamed for problems they cannot control. 4. Readout and action plan Week 4 Megan leads a readout with your leadership group and walks through the few themes that drive most of the story. Then we facilitate an action-planning session that assigns owners, defines first steps, and sets check-in dates you can publish back to employees. 5. 90-day follow-through Weeks 5-13 We set up the action tracker and the update rhythm, then we stay involved as you run it. We’ll review progress with you, tighten actions that stall, and help draft short updates so employees see movement instead of silence.
Fees
Choose based on how much listening you want on-site and how many locations and shifts we need to cover. All options include the same 90-day follow-through.
Priced items
Next steps
If you want to start the employee engagement program, the fastest path is to lock dates first, then we’ll build the survey around them.
1. Sign this proposal to reserve the work on our calendar. 2. Pay the 40% booking invoice within 14 days. 3. Share your org chart, shift pattern, and manager list so we can schedule listening sessions.
Signature
Fee summary
Payment
To book the work, you pay 40% when you sign. The remaining 60% is due when the engagement is complete. Each invoice is payable within 14 days of its date.
What changes. If we change the scope, we will change the price and timing with it. We will put the change in writing before we do the extra work, so the readout and invoice match.
What we need from you. We will need a project lead, an employee list for invitations, and a schedule for shifts and teams. We will also need time on manager calendars for the pulse interviews in Week 3.
Access and space. For Week 2, we need on-site access across the shifts you want covered and a private room for focus groups. We handle sign-in, ground rules, and timing so groups start and end on schedule.
Anonymity and reporting
We report results in themes and grouped data. We do not name individuals in notes or the readout. If a team is too small to protect identity, we roll it into a larger group.
When feedback is about one leader. If feedback points to a specific leader, we bring it to you as patterns and examples without naming sources. You decide what happens next inside the org. We can help you plan the message back to the team.
Your internal message back to employees. You own the message back to employees about what you heard and what will change. We will give you a short update script and a 90-day tracker so the follow-through stays visible.
Ownership of materials. Once paid in full, you own the survey instrument, readout deck, and action tracker we create for the employee engagement program. We keep our working files and de-identified notes.
