Service · Engagement & employee voice
Engagement surveys for law firms
Firm-wide engagement measurement run as a program rather than an event, so movement is legible between cycles and the readout is the start of the work rather than the end of it.
Who this is for
- Firms running a first engagement survey, or restarting one that stalled
- Chief People Officers who need results the management committee will act on
- Firms measuring the effect of a specific change: hybrid policy, class size, compensation
Most engagement data dies between the readout and a decision
Only a small minority of employees anywhere strongly agree that their employer acts on survey results. Once a firm has run one survey that visibly changed nothing, the next one gets lower participation and blander answers, and the instrument stops working.
The failure is rarely the questionnaire. It is that no one owned a decision afterwards, and that the results arrived without the comparison needed to tell an ordinary score from one worth acting on.
How a cycle runs
SRA designs the instrument, runs the cycle, chases participation, processes the data and delivers the reports. Your team approves the questionnaire and reads the findings.
- Weeks 1–2Item selection against the SRA law firm item bank, plus any firm-specific questions, and firm approval.
- Week 3Population load and distribution by individual secure link.
- Weeks 3–5Fielding, automated reminders and live participation reporting to the firm.
- Week 6Data aggregation and threshold suppression. Free-text comments reviewed for identifiability.
- Weeks 7–8Reporting by office, practice group, tenure and role, with benchmark comparison, then an action-planning session.
What you receive
Firm and segment reporting
Results by office, practice group, tenure band and role, wherever response volumes clear the threshold.
Benchmark comparison
Your results read against the market rather than against last year, so a score has a reference point on the day it is read.
Driver analysis
Which items move engagement for your population, so effort goes where it changes something.
Action-planning session
A working session that ends with named owners and dates, not a slide pack.
Pulse and exit instruments
Shorter follow-up cycles and exit measurement to test whether what you changed worked.
Confidentiality
How the data is held, in practice
The rules below are the reason participation holds and the reason findings are worth acting on. They are enforced by where the data sits, not by policy alone.
Read the confidentiality pledge →Independent custody
Response data never enters your firm's systems in an identifying way. SRA holds and processes it as an independent party, under a data processing agreement in which your firm remains the controller.
Suppression thresholds
The reporting threshold is set for your firm before the cycle opens, against the size of each population being surveyed. Below it, a cut is reported in aggregate or withheld entirely rather than estimated.
Comments reviewed before release
Free-text responses are reviewed for identifiability, so no one can be recognized by role, matter or phrasing.
Certified handling
ISO 27001 certified. SOC 2 Type I available under NDA. GDPR Article 28 and CCPA aligned, with SRA as processor and your firm as controller.
Disclosure required by law. SRA does not identify a respondent to your firm. Identity is disclosed only where the law requires it. Where the law permits, SRA gives notice before disclosing, and discloses only what is legally required.
Why firms use an independent party
Every figure below is recorded in an evidence register with its definition, source and period. Illustrative figures used elsewhere in the design are excluded here by design.
- 35 years serving US law firms
- Years of continuous operation, 1991 to present.
- 100+ elite Am Law firms as clients
- Count of distinct Am Law-ranked firms that have engaged SRA. Cumulative, not concurrent.
- 100,000+ confidential surveys conducted
- Count of individual survey responses collected.
- 1,000,000+ performance reports delivered
- Count of individual performance reports produced and delivered.
- ISO 27001 certified
- Certified information security management system. Certificate number and scope available on request.
On engagement and employee voice
All insights →What Is a Good eNPS for a US Law Firm? (2026)
eNPS gives law firms a quick read on how attorneys feel about the firm. Here is how to tell whether your score is a good one and what to compare it with.
25 September 2026
What Are the US Law Firm Associate Attrition and Engagement Benchmarks in 2026?
US law firm associate attrition averaged 19% in the latest NALP Foundation data, and 83% of associates who left did so within five years of hire. This benchmark sets attrition beside engagement data to show which gaps predict the next departure.
11 September 2026
Why Don't Engagement Survey Results Lead to Change?
Only 8% of employees strongly agree their employer acts on survey results (Gallup). Six reasons law firm engagement data stalls, and how to fix each one.
4 September 2026
Engagement Survey vs Satisfaction Survey: What's the Difference?
Engagement survey vs satisfaction survey explained: what each measures, when to use it and why it matters for retention.
22 July 2026
What Questions Should US Law Firms Ask in an Engagement Survey? (2026)
40+ engagement survey questions for US law firms across 7 categories, plus the one most firms forget. 2026 question bank from US-law-firm specialist since 1991
26 June 2026
What Does eNPS Mean for US Law Firms, and Why Do Generic 2026 Benchmarks Mislead Managing Partners?
What eNPS is, why generic 2026 benchmarks don’t work at US law firms, how to run it properly, and what a good attorney eNPS score actually looks like.
15 May 2026
Also inside this program
An annual survey is one cadence, not the only one. These run on the same instrument library and the same reporting thresholds, so results compare rather than sitting in separate tools.
Pulse surveys
Short instruments run monthly or quarterly against a subset of the annual questions, so a firm can see whether something moved without waiting a year to ask.
Continuous feedback
Always-on collection rather than a fielded window, for firms that want a signal between cycles. Reported on the same thresholds, since a small team is still small when the question arrives continuously.
eNPS
A single loyalty measure tracked over time. Useful as a trend line against your own history and the SRA benchmark, and close to meaningless against a cross-industry number.
Stay interviews
Structured conversations with people the firm wants to keep, run before there is a resignation to respond to.
Engagement & employee voice
This is one program inside a broader practice
This is a workflow your firm shapes, not a fixed product. Firms run it for the populations, cadence and reporting they agree, and give the program whatever name suits them. It sits inside Engagement & employee voice.
What you can tailor
- Which parts of the workforce are surveyed
- Cadence, from annual to continuous
- Topics and question set
- Reporting thresholds, and who owns each action
What an agreed scope covers
An engagement covers the populations, the instruments and the number of cycles you agree. A pulse program and an annual survey are different bodies of work.
Nothing here is reported at the level of an individual. Results are aggregated, and any cut with too few respondents to protect them is reported at a higher level or withheld. It is never estimated. That threshold is agreed during design, against the size of each population, rather than set at a round number afterwards.
How to run it
Run with your team
Use Artemis to configure and run the agreed program, with onboarding and standard support. Your team owns administration and follow-through.
Explore Artemis →Have SRA manage the program
Agree the design, administration, analysis and readouts you want SRA to provide. Your firm retains the decisions and actions that follow.
Discuss a managed program →Running one program in Artemis does not commit the rest of the firm to the same arrangement. You can choose differently for different work.