How engaged are your people really?
An anonymous, organization-wide scan across 10 engagement dimensions, rolled into the LeaderDNA Engagement Index™ (LEI™), with leadership confidence, growth, and retention-risk sub-indices, department comparisons, and a 90-day action plan.
- •Pride in the organization's mission
- •Long-term intent to stay
- •Advocacy outside the building
The full breakdown
Organizational Commitment
Belonging · Loyalty · Pride
- ▸Pride in the organization's mission
- ▸Long-term intent to stay
- ▸Advocacy outside the building
Job Satisfaction
Meaning · Fit · Energy
- ▸Work matches strengths and interests
- ▸Daily energy and motivation
- ▸Sense of meaningful contribution
Leadership Confidence
Trust · Direction · Integrity
- ▸Confidence in executive decisions
- ▸Belief in the strategy
- ▸Integrity at the top
Recognition & Appreciation
Seen · Valued · Celebrated
- ▸Contributions are noticed
- ▸Praise feels timely and genuine
- ▸Wins get celebrated publicly
Growth & Development
Learn · Stretch · Advance
- ▸Real learning opportunities
- ▸Visible advancement path
- ▸Manager invests in development
Team Relationships
Trust · Respect · Collaboration
- ▸Strong peer trust
- ▸Conflict handled directly
- ▸Genuine collaboration, not politics
Communication Effectiveness
Clarity · Honesty · Flow
- ▸Clear, timely information
- ▸Two-way communication
- ▸No surprises from leadership
Psychological Safety
Voice · Risk · Truth
- ▸Safe to speak up
- ▸Safe to disagree
- ▸Mistakes treated as learning
Work Environment
Tools · Workload · Wellbeing
- ▸Right tools and resources
- ▸Sustainable workload
- ▸Wellbeing actually protected
Retention Risk
Stay · Recommend · Commit
- ▸Intent to stay 12+ months
- ▸Likely to recommend as employer
- ▸Emotional commitment to the org
See how responses map to levels.
Adjust each statement below and watch the competency band update in real time. This is the same scoring logic that powers the full report.
Rate every statement to unlock the full competency snapshot.
I consistently demonstrate Organizational Commitment when leading others.
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I consistently demonstrate Job Satisfaction when leading others.
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I consistently demonstrate Leadership Confidence when leading others.
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I consistently demonstrate Recognition & Appreciation when leading others.
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- Organizational CommitmentAwaiting
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- Job SatisfactionAwaiting
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- Leadership ConfidenceAwaiting
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- Recognition & AppreciationAwaiting
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The full assessment averages dozens of items per competency to produce a stable score, this preview shows the mapping at the item level.
One flat price per organization, per year.
Pricing is based on the number of employees invited to participate. No per-seat fees, no minimums, and no surprise charges. Run it once a year as your organizational engagement baseline.
Pricing shown is for the assessment only. It does not include the optional Executive Debrief or Leadership Team Workshop, which are billed separately by your consultant.
| Employees | Annual Price |
|---|---|
| 5–25 | $499 |
| 26–50 | $699 |
| 51–100 | $999 |
| 101–250 | $1,499 |
| 251–500 | $2,499 |
Organizations with more than 500 employees: contact us for enterprise pricing. Affordable for churches, nonprofits, and small businesses.
10 engagement dimensions. 50 questions. Powerful insights.
The Employee Engagement Assessment™ measures the factors that drive commitment, performance, and retention across your organization.
How LEPA™ differs from the Leadership Development Framework
The Leadership Development Framework grows individual leaders. The Organizational Effectiveness Framework — anchored by LEPA™ — measures how leadership is shaping the health of the whole organization.
How do we identify, develop, and sustain leaders?
- Focus
- The individual leader
- Audience
- Emerging leaders, managers, executives in development
- Lens
- Personal growth, readiness, derailment risk
- Includes
- Leadership Potential™, Readiness™, Team Effectiveness™, Derailers™, LEPA™
- Answer it gives
- Where is this leader strong, stretched, and at risk?
How healthy and effective is our organization?
- Focus
- The whole organization
- Audience
- CEOs, boards, executive teams, HR leaders
- Lens
- Leadership impact, engagement, team health, results
- Includes
- LEPA™, Employee Engagement™, Team Effectiveness™, Organizational Health Package™
- Answer it gives
- Is leadership actually producing a healthy, engaged, performing organization?
LEPA™ appears in both frameworks on purpose. In the Leadership Development Framework it measures the executive. In the Organizational Effectiveness Framework it measures how that executive's leadership is shaping the organization.
See exactly what your client receives.
Below is the live sample report for our demo client, Jordan Avery, rendered from real responses. Scroll inside the preview, or open it full-screen.
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Stop guessing about morale. Measure it.
Fully anonymous, with Participation Threshold™ enforcement and department comparisons. Designed to be run every year as a defensible engagement baseline for executives, HR leaders, and boards.