# Monthly employee engagement report for your People team > On the first Monday of each month, we turn your engagement pulse into a written read on what improved, what slipped, and why. - Workflow type: agent - Services: SurveyMonkey, BambooHR, Google Sheets, Slack Bot - Categories: HR & People - Published: 2026-08-10 ## What it does - Pulls this month's engagement scores and compares them against previous months, so you see real movement rather than a single snapshot. - Groups every response by department and tenure by matching survey respondents against your employee directory. - Reads the open ended comments and pulls out the two or three issues that keep coming up, quoted anonymously. - Logs one row per department each month to a spreadsheet so a trend line builds over time, then posts the written summary to your People team channel. ## What you'll need - A SurveyMonkey account running a recurring employee engagement survey. Reading the actual wording of answers and comments requires a paid SurveyMonkey plan. - A BambooHR account, so responses can be matched to departments and start dates using work email. - A Google Sheets spreadsheet to hold the month by month history. - A Slack workspace and the channel your People team uses. ## Prompt On the first Monday of every month at 8am, build our employee engagement pulse report for the People team. Start in SurveyMonkey. Call Get Survey Details for the engagement survey first and build a lookup that maps answer and choice IDs to the real question text and answer text. This step is required, not optional: the response endpoints return answer and choice IDs only, so without this map every rating and comment comes back as an opaque ID. Then call Get Survey Rollups for the aggregate scores across the survey, and Get Survey Trends for the month over month movement on each question. Finally call List Survey Responses (Bulk) to pull the individual responses including the written open ended comments, resolving every answer ID through the map you built from Get Survey Details. Next, call Get Employee Directory in BambooHR and match each respondent's work email address against their employee record. Use that to tag every response with the respondent's department and their tenure, calculated from their hire date. Group tenure into bands such as under six months, six months to two years, and over two years. If a respondent's email does not match anyone in the directory, keep their response in the overall scores but place them in the Other group. Apply the anonymity floor before writing anything. Any department with fewer than five responses this month must not be reported on individually. Roll every one of those departments together into a single Other bucket. Never name a department below the floor, never report a score for a group below the floor, and never quote a comment in a way that could identify the person who wrote it. This rule is what makes the report safe to circulate, so treat it as non negotiable. Now write the summary. Cover what improved since last month and what slipped, leaning on the trend data rather than this month's raw scores alone. Identify the two or three issues that recur across the open ended comments, and quote one short representative comment for each, anonymously, with no name, job title, team, or other identifying detail. Call out any department or tenure band that stands out against the company average, subject to the five response floor. Keep it to roughly a page and lead with what the People team should actually act on. Log the numbers to the tracker using Google Sheets Append Values. Add one row per department per month, with the month, the department (or Other), the response count, and the key scores. This is append only, so history accumulates and nothing is overwritten. There is no need to read the sheet back, because the month over month comparison already comes from SurveyMonkey's own Get Survey Trends data. The sheet exists purely as a long term record. Finally, post the written summary to our People team channel using Slack Bot Send a Message. Format it for Slack with short labelled sections and the quoted comments clearly set apart from the analysis. Put the total response count and the response rate at the top so the reader knows how much weight to give the findings. ## How to customize - The anonymity floor. Five responses is the default minimum before a department is reported on by name, which is standard practice in engagement reporting, but you can raise it if your teams are small. - The schedule. First Monday of the month at 8am is the default, and any monthly or quarterly cadence works just as well. - The tenure bands and the destination channel, so the breakdown matches how your organization actually thinks about new joiners versus long tenured staff. ## FAQ ### Will this identify individual employees? No. Any department with fewer than five responses is rolled into a combined Other group rather than named, and comments are quoted without names, job titles, or other identifying details. Five is the default floor and you can raise it. ### Do I need a paid SurveyMonkey plan? Yes. Reading the actual wording of answers and open ended comments requires a paid SurveyMonkey plan. Free plans can see that responses exist, but this report depends on the written feedback itself. ### What happens if someone responds from an email that is not in our HR system? Their response still counts toward the overall scores. It simply goes into the Other group instead of a named department, because there is no reliable way to place it. ### Can I run this quarterly instead of monthly? Yes. Set the schedule to match how often you actually run the pulse, and the comparison will run against your previous survey rather than last month. ### Do I have to maintain the spreadsheet myself? No. The tracker is append only. Each run adds new rows and never overwrites earlier ones, so your history builds itself and stays intact. Use this prompt in General Input: https://www.generalinput.com/prompts/monthly-employee-engagement-report-for-your-people-team