Employee Engagement Survey and Analysis

When a café chain loses six in ten frontline staff every year, the founders almost always blame pay, and almost always spend money in the wrong place. Frontline workers rarely leave over salary alone. They leave because the roster changes at 10pm the night before, because nobody explained how a barista becomes a shift lead, or because one supervisor speaks to people differently after a bad rush. None of that shows up in an exit interview, and none of it can be fixed until somebody measures it properly.

The intern runs a full engagement study for Chai Theory, a fictional Delhi-NCR café chain with 6 outlets and 74 employees. They design a 28-item questionnaire across 7 engagement drivers in google-forms, pilot it with real working respondents to fix confusing wording, build a 74-response dataset, then clean and analyse it in excel: reverse-scored items, favourability percentages, an eNPS calculation, outlet and tenure segment pivots with small-sample suppression, a correlation test that ranks drivers by their link to stay intent, and a thematic coding pass over the open comments. The findings land as a 12-slide insight deck in powerpoint, a written report and a one-page action plan.

This is the project that teaches an intern to survive the hardest question in HR: not what did people say, but which two things should we actually fix first. They learn instrument design, survey ethics and anonymity thresholds, driver analysis, and the discipline of turning a spreadsheet into six actions with owners and deadlines. People analytics roles, HR business partner roles and market research roles all screen for exactly this.