Surveys

Asking informally has a known limit: the people who feel comfortable answer, and they answer what they think you want to hear. A survey with aggregated responses changes both things, and above all it lets you compare the same question six months later.

They are sent to the whole company or to a specific department, with the questions you define, and results are read by area and by period. What makes the exercise useful is not one quarter's snapshot but the series: seeing whether the indicator you decided to tackle in January has moved by June.

And because they live alongside the rest of HR, results can be looked at next to the data you already hold (turnover, absence, length of service) instead of in a separate report nobody cross-references.

Asking properly

Why asking in the corridor does not count as measuring

The problem with taking the pulse informally is well known: the people who answer are the ones comfortable with whoever is asking, and they answer what they think is expected. The picture that comes out is real but partial, and above all it cannot be repeated six months later for comparison.

An internal survey with aggregated results changes both things. It goes out to the whole company or a specific department, with the questions you define and the format each one needs (scale, multiple choice, free text) and results are read by area, by site and by period.

It works for engagement and satisfaction, but also for concrete questions: how a shift change has landed, what training people feel is missing, or what the workforce thinks of a new tool before rolling it out.

The series, not the snapshot

The value is in repeating the same question

An isolated result says little: 62% rating internal communication well is neither good nor bad until you know whether six months ago it was 48% or 71%.

That is why results are stored per campaign and compared across periods. The useful question is not "how are we doing?" but "did what we decided in January make any difference?", and that can only be answered with the series in front of you.

Results are read aggregated by department and by site, which is usually where the differences that matter live: a reasonable overall figure can hide one area with a serious problem, and without the breakdown that area never surfaces.

Alongside your other data

What your workforce thinks, next to what it does

The advantage of surveys living inside the same system as the rest of HR is that their results can be read alongside objective data you already hold: turnover, absence, average length of service, overtime, training completed.

That is where a survey stops being a PR exercise. A department scoring badly on workload that also runs three times the overtime of everyone else does not need more analysis: it needs a decision.

And because workforce data is already in the system, sending the survey to the right group (one site, one shift, everyone with less than a year's service) needs no list preparing.

See surveys in a demo

Clearing things up

Frequently asked questions

Answers to what we get asked most.

Who can surveys be sent to?

To the whole company or to a specific group: a site, a department, a shift or everyone with less than a year's service. Because workforce data is already in the system, there is no list to prepare.

Can results be compared across periods?

Yes, and that is where the value lies. An isolated result says little: 62% rating internal communication well is neither good nor bad until you know whether six months ago it was 48% or 71%. Results are stored per campaign and compared.

Are results anonymous?

They are read aggregated by department, site and period, which is how you get honest answers and how you spot whether a specific area has a problem the overall figure hides.

Can I cross them with other HR data?

Yes, and it is what stops the survey being a PR exercise. Results can be read alongside turnover, absence, length of service or overtime: a department scoring badly on workload that also runs three times the overtime of everyone else does not need more analysis.

HR and time tracking

Time records, shifts, holidays, payroll preparation, contracts and training in one place, with an employee portal and everything documented for an inspection.