Employee Engagement software
Surveys, pulses, and eNPS — with actual follow-through.
Engagement surveys, pulse checks, and eNPS tracking — built around the unfashionable opinion that the survey is the easy part and the action plan is the whole point.
What's on this page
- The opinion behind it — what this module does and why it's built this particular way.
- Key capabilities — a tactile list of the actual features in the module.
- Who it's for — company stage, team size, and the kind of HR operator this fits.
- Connected modules — how this fits in the wider system.
- Frequently asked questions — the things prospects most often ask before deciding.
What this module actually does.
Most employee engagement platforms are very good at the first 80% of the job: ship a survey, collect responses, generate beautiful dashboards showing eNPS by department. They're much weaker at the 20% that actually matters: the action plan.
Our engagement module is built around the inverted premise: the survey is a means to the action plan, and the action plan is what gets measured. Every survey result is paired with a manager-led action discussion in the affected team within 30 days. The next pulse measures whether the action mattered.
The module supports the full menu — quarterly engagement surveys, weekly pulse checks, annual eNPS — but everything is in service of identified, owned, time-bound action commitments. The reporting executive cares about isn't "engagement score 71"; it's "engineering took 4 actions on manager effectiveness in Q2; manager effectiveness rose 0.4 points in Q3."
What you can actually do with it.
- 01Quarterly engagement surveys with calibrated benchmark items
- 02Weekly pulse checks (5 questions, 90-second completion)
- 03Annual eNPS tracking with year-over-year comparison
- 04Free-text response analysis with sentiment classification
- 05Manager action planning workflow with owner and deadline tracking
- 06Action-to-outcome correlation: did the action move the score?
- 07Anonymity protection with statistical suppression (no result shown for <5 responses)
- 08Drill-down by manager, team, location, tenure, demographic (where anonymity allows)
- 09Integration with performance management — engagement signals inform manager reviews
- 10Slack and email reminders that don't feel like nags
The right fit, honestly.
People-ops teams under pressure to show ROI on engagement spend. CHROs whose CEOs ask "what did we do with the survey results?" Companies past 50 employees where word-of-mouth feedback gathering stops scaling.
Where this fits in the wider system.
What you might be wondering.
How is this different from Culture Amp or 15Five?
Same category — different opinion. Culture Amp ships the most polished survey experience; 15Five emphasises continuous performance. We emphasise the action plan with structured follow-through and outcome measurement.
Can we run our existing survey instrument (like Gallup Q12)?
Yes — the module supports custom survey content alongside our calibrated baseline. The action-planning workflow works regardless of which survey instrument produced the results.
What is the protection for anonymous responses?
Results are not shown for any segment with fewer than 5 responses. Demographic cross-tabs use the same threshold. Free-text responses can be redacted by the survey owner before sharing.
Read another module, or open the library.
The other modules cover adjacent parts of the people function. The library has the documents available today.