If you run the same annual engagement survey and the score barely moves, you're not alone. See how Ibnsina Pharma broke that pattern in 18 months across commercial, operational, and field teams in 70+ sites.
Engagement climbed from 7.2 to 8.1
Turnover dropped from 32% to 20% in 12 months
Recognition rose from 6.3 to 7.8
Pulse survey participation at the 12-month checkpoint
Sustained turnover reduction across the 10,000-person workforce
eNPS gain across the 10,000-person workforce (14 → 40)
A look at exactly how one HR team turned engagement data into action across 70+ sites, and what shifted as a result.
One round across 70+ sites tells leadership what 8 years of annual surveys had missed.
How 8 directors and dozens of managers built team data into weekly meetings in front of the people it affected.
Inside the CEO breakfast series and the workshop that moved recognition scores from 6.3 to 7.8 in 18 months.
Department-by-department results showing which manager actions worked and which ones didn't.
See the survey structure, manager activation model, recognition programs, and results behind Ibnsina Pharma's 18-month engagement improvement.
Built for large Egyptian workforces
Includes 70+ site rollout learnings
Practical actions HR leaders can reuse
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Used by 150+ companies.
"What came out of Engagesoft's results matched our day to day reality. People simply looked at the data and said, yes, this feels right. Then we acted on it."
"Engagesoft helped us find the balance between performance and people. It reminds leaders that sustainable results depend on healthy teams, not just hitting targets."
"Engagesoft helped us find the balance between performance and people. It reminds leaders that sustainable results depend on healthy teams, not just hitting targets."
"The pulse data gave our managers something concrete to act on every month, not once a year. That rhythm changed how teams talk about engagement."
"We finally connected engagement scores to retention in a way leadership trusted. The regional benchmarks made the conversation objective."
"Rolling this out across 70+ sites felt manageable because every manager saw their own numbers. Ownership moved closer to the team."
"The pulse data gave our managers something concrete to act on every month, not once a year. That rhythm changed how teams talk about engagement."
"We finally connected engagement scores to retention in a way leadership trusted. The regional benchmarks made the conversation objective."
A 10,000-employee case to guide your next survey cycle, manager activation model, and retention strategy.
Commercial, operational, and field teams across Egypt, all reached in Arabic, regardless of shift or location.
Every action plan traces to a specific score, region, or manager. When the CEO asks why turnover moved, the answer isn't an opinion.
Pay expectations, recognition habits, and leadership styles differ across the Gulf, the Levant, and Egypt. The benchmark is built on those differences.
What HR leaders running large Egyptian workforces are taking from Ibnsina's program.
Download the Case Study