Engagement is falling fastest among managers.
One in ten UK employees is engaged at work. The managers expected to fix it are struggling most: manager engagement fell five points in a single year, to 22%. When managers switch off, their teams feel it first, and regretted attrition follows.
Most engagement programmes stop at measurement. The real work starts when the results come back.
The results land on managers
19%
of HR leaders believe their managers know how to act on engagement feedback.
Nothing visibly changes
2 in 3
employees say their organisation doesn’t act effectively on survey results. Next year, fewer people bother to respond.
People leave to grow
No. 1
reason people want to learn at work is career progress. When they can’t see a path, they find one elsewhere.
Keep your survey. Bloom picks up where it stops.
Coaches help each manager turn results into a few real actions, and help every employee build a growth plan they own. Then Bloom measures whether it happened.
An employee engagement strategy usually fails in the months after the survey. These four steps keep it moving.
01
Measure what’s really happening
Run your engagement survey as usual. Bloom’s pre-assessment adds a personal baseline for everyone taking part.
02
Pick a few priorities
Choose the two or three themes that matter most, and agree what good looks like. Twenty actions means none get done.
03
Coach managers through the actions
Each manager gets coaching to turn those priorities into actions with their team, plus support between sessions to follow through.
04
Track the change, then repeat
Check progress monthly, not once a year. Anonymised coaching themes show what’s shifting before your next survey does.
Retention that starts with managers
Engagement moves when managers and their people have better conversations, every month.
Managers who act on feedback
Coaching turns survey themes into specific actions each manager takes, with support between sessions to follow through.
Growth people can see
Everyone sets goals with a coach and tracks progress in the app, so development stops being a once-a-year conversation.
An early warning for HR
Anonymised coaching themes show where engagement is slipping, long before it shows up in your attrition numbers.
How THG improved employee retention by 12%.
THG, the Manchester-based business spanning retail tech, beauty and nutrition, needed to keep exceptional people in a fast-moving organisation. Bloom brought human-led coaching, AI support, career insights and psychometrics to the whole company, not only senior leaders. 92% of THG employees now see improvements in their work.
View THG’s story
+12%
£6.8M
Estimated annual saving
What’s included
A full year of coaching across every level, in every format.
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1:1 Coaching
Dedicated coaching for the managers who carry the survey actions.
Group Coaching
Teams working through the same results, together.
Coach-led Live Sessions
One shared standard for what good looks like, across the company.
One platform behind it all.
Every format runs on one platform: coach matching, Vision & Goals, psychometrics, progress tracking and always-on AI support, so growth is consistent, measurable and available to everyone.
Engagement support at every level
Senior leaders
Engagement is on the board agenda, but the levers sit two layers down.
1:1
Managers
Handed the survey results, never shown what to do with them.
Alignment
Group
Individual contributors
No visible growth path, so they start looking elsewhere.
Bloom Live
Skills & enablement
Running stay interviews
Acting on feedback
Career conversations
Recognising good work
Managing workload
Rebuilding trust
People use it, and it pays back.
Yes. What someone discusses with their coach stays between them. HR sees anonymised themes across the organisation, never individual conversations, so people can be honest about what’s getting in the way.
Coaching sessions run monthly, and the exercises in the Bloom app are short. It fits around the day job instead of pulling people out of it.
It can, and you can measure it. At THG, company-wide coaching with Bloom went alongside a 12% increase in employee retention and an estimated £6.8M annual saving.
Survey tools measure engagement. Bloom works on the behaviour behind it: people get coaching and AI support, and HR sees anonymised themes showing where support is needed next. Many organisations use both.
Through the Bloom Loop. A pre-assessment sets the baseline, coaching and actions run every month, and progress is tracked against it. You see adoption and goal progress early, and retention over time.
Yes. Start with a short pilot, usually a small group for about two weeks. At the end we estimate the business case from your own numbers, so you see what changed before you commit.
