The driver map
What’s really moving engagement, from purpose and manager to growth, recognition, belonging, and workload. It’s grounded in what people said, segmented by team and tenure, with dissent preserved.
Employee sentiment
Go past the score to why your people feel that way.
A neutral AI confidentially interviews your people about purpose, their manager, growth, belonging, and workload. It’s a real conversation rather than a rating scale, and it returns segmented themes plus a prioritised plan for what to change first.
AThe engagement-survey problem
You have the score. You still don’t know why.
Annual surveys hand you a number and a heat-map, not a reason. Free-text boxes go unread, follow-up never happens, and people stop being candid once they doubt it’s anonymous. So you’re left guessing at the drivers behind a falling eNPS.
- A number and a heat-map, with no real sense of what’s moving them.
- Free-text answers are shallow, mostly unread, and impossible to act on at scale.
- People self-censor the moment they doubt the survey is truly anonymous.
BWhat you get
The drivers behind the number, segmented and ready to act on.
The segments that matter
Where sentiment diverges, and which team, level, or tenure band is quietly disengaging. It only surfaces where the group is large enough to stay anonymous.
The prioritised plan
A sequenced set of interventions, each tied to an evidenced driver, so your effort goes where it will actually move how people feel.
CWhat you’ll learn
The questions a rating scale can’t answer.
- 01
What’s actually driving engagement up or down, in our people’s own words?
- 02
Which teams or tenure bands are quietly disengaging, and why?
- 03
Where do people feel unsupported, unheard, or overloaded?
- 04
What would people change first if it were their call?
- 05
Which of these drivers would move the most if we fixed it?
Truly anonymous, so genuinely honest.
Your people answer anonymously, and candour depends on it. Responses are aggregated into segments, and any group too small to protect a person is suppressed or merged before you see it. You get the patterns and the preserved dissent, never individuals, which is why people tell you the truth.
Understand how your people really feel, and what to do about it.
Scope an employee-sentiment diagnostic in minutes. It’s confidential, self-serve, and deeper than any survey.