Pulse surveys
Launch short, recurring surveys on workload, leadership, culture, tools and employee experience.
Talent · Listen, act and close the loop
Turn employee feedback into owned actions.
Run pulse surveys, lifecycle surveys and targeted feedback programmes while protecting confidentiality and giving leaders a clear action-tracking process.
No generic sales tour Built around your workflows
HR operating viewLive
Payroll inputs94%
Attendance closure8 / 10
Joiners ready12 / 14
9 manager actions overdueReview
Why this matters to the Head of HR
Collecting sentiment is easy; acting on it is harder. HR leaders need enough segmentation to find issues, safeguards for trust and visible ownership of follow-through.
Engagement & Surveys capabilities
Designed around the full operating workflow.
Configure the module around your structures, policies, ownership and approval model—not a generic process diagram.
Lifecycle feedback
Collect feedback after onboarding, probation, internal moves and exits.
Confidentiality controls
Set response thresholds and access rules to protect employee trust.
Segmentation
Analyse patterns by location, function, tenure or employee group where privacy thresholds are met.
Action planning
Assign improvement actions, owners, due dates and progress updates.
Participation analytics
Track response rates and identify groups that need better communication or trust-building.
Operational outcomes
What a well-run engagement & surveys process should improve.
Faster identification of workforce friction More accountable action planning Stronger employee trust in feedback A clearer view of retention risk signals
Connected workflow
- Define objective and audienceOwner, status and history remain visible.
- Launch survey with safeguardsOwner, status and history remain visible.
- Review themes and segmentsOwner, status and history remain visible.
- Assign and communicate actionsOwner, status and history remain visible.
A working view, not a static report
Give the team clear status and exception signals.
The example below is illustrative. Measures and thresholds should be configured around your operating definitions and review cadence.
71%Participation
7.8/10Experience index
6Priority themes
14Actions in progress
Connected modules
View all modules Engagement & Surveys works better when its inputs and outputs stay connected.
Performance & Goals
Run goal-setting, check-ins, reviews, calibration and development actions with visibility into completion, quality and organisational patterns.
ExplorePeople Analytics
Bring headcount, cost, attendance, hiring, performance, engagement and service data into role-based dashboards designed for action—not just reporting.
ExploreHR Helpdesk
Give employees a structured way to raise HR, payroll, benefits and policy requests while helping HR teams manage ownership, priority, response and recurring issues.
ExploreEmployee Self-Service
Employees can update approved profile details, access payslips and documents, submit leave and attendance requests, view policies and follow the status of their requests.
Explore
Questions about implementation
Evaluate Engagement & Surveys in your policy context.
Use your actual workforce groups, approval paths and edge cases during product evaluation.
Can policies and approvals be configured for different locations or employee groups?
Yes. Rules can be segmented by entity, location, department, grade, employment type and other employee attributes, with role-based approvals and effective dates.
Can survey responses be anonymous?
Yes. Survey owners can choose identified or confidential formats and set minimum response thresholds for reporting. Administrators should communicate the selected approach clearly to employees.
Explore Engagement & Surveys
See Engagement & Surveys configured around your organisation.
Bring one representative workflow or current process challenge. The demo will show the operating path, controls and connected outcomes.