Employee engagement software: Find out how people feel
before the exit interview tells you.
A recognition wall tied to your company values, pulse surveys that repeat on their own with an eNPS score nobody can trace to a person, and birthdays and anniversaries that are never missed.
Recognition, pulse surveys and celebrations
- Pulse Surveys
- eNPS Score
- Anonymous Responses
- Recurring Surveys
- Peer Recognition
- Company Values
- Recognition Wall
- Birthday Emails
- Work Anniversaries
Engagement
Engagement, in 4 parts.
4 parts. Swipe across.Keep scrolling.
A thank-you the whole company can see
Anyone can recognise anyone, for one of your company values or just to say thanks. It posts at once to a wall everybody reads, and the person is told.
- Five starting values, or up to twelve of your own
- No approval step and no points to collect
- Ten a day per sender, so it stays meaningful
- Shown on the recipient's journey
An eNPS score nobody can trace
On an anonymous survey the stored answer has no link to the person who gave it. The system knows that someone responded, never what they said, and shows nothing until five people have.
- Promoters, passives and detractors, scored the standard way
- Results held back below five responses
- Anonymity fixed at launch, with a warning if you turn it off
- Comments shown in random order
The same four questions, every month
A pulse survey is worth more the tenth time than the first. Set it to monthly or quarterly and each run opens on schedule, invites whoever works here now, and adds a point to the trend.
- A four-question starter you can edit
- Monthly, quarterly or one-off
- New joiners included, leavers dropped
- The latest score on HR's dashboard
Nobody's work anniversary goes unnoticed
The dashboard shows the next fortnight of birthdays and anniversaries. On the day, the person gets an email in your branding at eight in the morning, your time.
- Years of service shown, ages never
- Emails from the first anniversary onward
- A 29 February date honoured on the 28th
- Each kind of email can be switched off
Engagement, screen by screen.
The product itself, on a demo company's data. Nothing here is drawn for the website.
Three views. One honest picture.
Engagement tools fail when people do not trust them. Each of these is built so the employee can.
The employee
- Answers that cannot be linked to them
- Recognition from peers, not only managers
- A message on their own day
The manager
- A simple way to say thank you in public
- The wall as a record of what went well
- Anniversaries flagged two weeks ahead
HR
- eNPS and its trend, run after run
- Turnout alongside every score
- Surveys that repeat without being rebuilt
The full list
What does the Engagement module include?
21 features across 3 parts of the product, each one built into the application. Where one depends on a plan, a setting or a release, the note under its module says so.
Recognition
A thank-you in public, tied to a company value. No points, no leaderboard, nothing to game.
- Recognise a colleague
- Who, for which value (or just a thank you), and what they did.
- Posts at once
- No approval step. The recipient is notified straight away.
- Company values
- Five to start with: teamwork, ownership, customer first, quality of work, going out of the way. Replace them with up to twelve of your own.
- The wall
- The fifty most recent recognitions, open to everyone, with sender, recipient, value and message.
- A daily cap
- Ten per sender per day, with the number left shown on the form.
- On the journey
- Recognition received appears on the person's timeline.
Pulse surveys and eNPS
A short survey that repeats on its own, and an eNPS score nobody can trace back to a person.
- Question types
- A 0 to 10 recommendation question for eNPS, 1 to 5 agreement statements and free text. Up to thirty questions.
- Four-question starter
- A new survey opens with the eNPS question, two agreement statements and an optional comment, all editable.
- Monthly, quarterly or one-off
- A recurring survey reopens on schedule, copies its questions and invites everyone active at the time, joiners included.
- Anonymous by structure
- On an anonymous survey the stored response has no link to the person. The system records that an invitee has responded, never what they said.
- Fixed at launch
- Anonymity cannot be switched off afterwards, and the builder warns before you launch an attributed survey.
- Five-response minimum
- No answers are shown until five people have responded. Participation counts are visible throughout.
- eNPS done properly
- Promoters score 9 or 10, passives 7 or 8, detractors 0 to 6. The score is promoters minus detractors as a percentage.
- Results
- The score with its split, averages for agreement questions and a sample of comments in random order.
- Trend over time
- Each run of a recurring survey on one chart. A run under the minimum shows a dash, not a zero.
- Team pulse on the dashboard
- HR's dashboard shows the latest score with a band, the change since last time and turnout.
Celebrations
Birthdays and work anniversaries on the dashboard, and an email on the morning itself.
- Dashboard card
- The next fourteen days of birthdays and anniversaries, with a spotlight for today.
- Years, never ages
- An anniversary shows the number of years. A birthday never shows an age.
- Birthday and anniversary emails
- Sent to the person from 08:00 in your own timezone, in your branding, from the first anniversary onward.
- 29 February
- Honoured on the 28th in years without one.
- Three switches
- Birthday visibility across the company, birthday emails and anniversary emails, each on or off for the organization.
Are survey responses really anonymous?
On an anonymous survey, yes, and by structure. The stored response has no link to the user. The only thing recorded against a person is that their invitation has been answered. HR cannot look up who said what because that information is not kept. Anonymity is set when the survey is launched and cannot be changed afterwards.
How is the eNPS score calculated?
From the question "how likely are you to recommend working here", answered 0 to 10. People who answer 9 or 10 are promoters, 7 or 8 passives, and 0 to 6 detractors. The score is the percentage of promoters minus the percentage of detractors, as a whole number between minus 100 and 100.
What stops results identifying someone in a small team?
No answers are shown until at least five people have responded. Below that the results panel says so and shows only how many have taken part. On the trend chart, a run that never reached five shows a dash.
Is there a points or rewards system for recognition?
No, and deliberately. Recognition is a public thank-you tied to a company value. Nothing is scored, nothing accrues and there is no leaderboard, so there is nothing to game.
Who can see the recognition wall?
Everyone in the organization. It shows the fifty most recent recognitions with who gave them, who received them, the value and the message.
Can we stop birthday emails?
Yes. Birthday emails and work anniversary emails are separate switches in organization settings, and a third switch controls whether everyone can see everyone's birthday on the dashboard. Each employee can also turn email notifications off for themselves.
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