WORKPLACE SURVEY: SENTIMENT ANALYSIS
PROJECT BACKGROUND
The client - a consultancy focused on improving workplace culture - gathered open-text survey responses from professionals across various industries. As part of their employee retention and Cultural Intelligence (CQ) campaign, they needed a data analyst to transform raw qualitative data into a visual narrative. My role was to clean and structure the data, perform sentiment and theme analysis, and design a one-page dashboard that stakeholders could interact with during a live event. The dashboard served as both an insight summary and a conversation starter for deeper cultural reform.
PROJECT AIM
The goal of this project was to support the client’s Cultural Intelligence (CQ) initiative by analysing qualitative survey responses and translating them into measurable insights. The focus was on understanding how leadership, workplace environment, and future cultural expectations influence employee morale, trust, and productivity. The final deliverable was an interactive Power BI dashboard designed to support stakeholder conversations, identify root issues, and position the client as a data-informed problem solver in the employee experience space.
THE DATA
The survey data was anonymous and included a mix of qualitative responses and basic metadata like industry and role level. Respondents answered five open-ended questions related to cultural challenges, leadership effectiveness, motivation, and suggestions for improvement. The text-based nature of the data made it ideal for thematic and sentiment analysis.
The dataset was small but rich in insight, and was enhanced through custom tagging columns to classify sentiment and extract key themes.
THE SENTIMENT ANALYSIS
Each comment was manually reviewed and assigned a sentiment rating using a low-code, semi-automated method. Beyond surface-level keywords, I interpreted tone, word pairings, and contextual meaning to ensure accurate tagging - especially for neutral comments that hinted at dissatisfaction.
The analysis revealed emotional patterns not visible through closed-ended questions, such as passive frustration with leadership or aspirational remarks about culture change.
Combined with theme classification (e.g., Communication, Recognition, Flexibility), this analysis informed the dashboard design and revealed critical focus areas across leadership, workplace operations, and future culture planning.