I'd love to help you build an Employee Satisfaction exercise! Let me understand a bit more about what you're trying to learn.

Employee satisfaction is a broad area — here are a few key dimensions I'm thinking about:

• Work-life balance — how employees feel about their time and energy distribution
• Growth & development — opportunities for learning and career advancement
• Team & culture — relationships with colleagues and alignment with company values
• Recognition & compensation — feeling valued and fairly rewarded
• Leadership & communication — trust in management and clarity of direction

To design the most useful exercise, I'd like to know what decision you're trying to make with this research. What's the core question you want to answer?

Got it — you're trying to understand why employees are leaving. This is critical for retention strategy.

For turnover research, the key research question could focus on different angles:

Great choice — focusing on what's missing that would make employees stay is more forward-looking and actionable than just cataloging complaints.

Let me check what interactive tools I have available to design something engaging.

Now I have a good picture of what I can build. Here are some creative exercise ideas that would help uncover what's missing that would make employees stay — each designed to provoke reflection and rich commentary:

Love that choice! The Gap Meter exercise will let employees visually compare their current experience against their ideal across key retention factors. The visual gap between "reality" and "ideal" will reveal which areas have the biggest unmet needs — and more importantly, prompt rich verbal reflection as they position each slider.

Let me build this for you now.

Your Gap Meter: Reality vs. Ideal exercise is ready!

View the exercise →

How it works:

Employees drag two markers on each track — a grey marker for their current reality and a teal marker for their ideal state. The exercise covers 6 key retention factors:

• Growth Opportunities
• Compensation & Benefits
• Team & Culture
• Work-Life Balance
• Meaningful Impact
• Recognition & Support

What makes this useful for your research:

1. The gap badges automatically calculate and color-code the difference (red = large gap, amber = moderate, green = small) — helping you spot retention risks at a glance
2. The visual comparison prompts employees to verbalize why there's a gap as they position each marker
3. The dual-marker interaction forces reflection — they can't just rate satisfaction, they have to think about what "ideal" means to them

When analyzing results, look for factors with consistently large gaps across employees — those are your highest-impact retention opportunities.