James Strickland

Companies with highly engaged employees are on average 25% more profitable and have lower turnover rates. Measure your employee engagement with annual, short-form and pulse surveys to identify ways to improve engagement and track your progress over time.

PeopleGoal surveys

Build a company that gets the most out of its talent

Improve staff retention rates, company loyalty and advocacy

Attract star talent to join a progressive, dynamic company

An outstanding employee experience happens when your people are provided with a high-quality physical, cultural and technological environment that allows them to do their best work.

While employee engagement is an outcome, employee experience is the underlying process that should positively impact the engagement of your employees. To better understand employee experiences at your company, you need insight from your people. What do they think? How do they like to work? What could be improved?

The Employee Experience survey asks respondents to rate how much they agree with statements around these core working areas:

You can run the survey anonymously using the app webforms or named by creating items within the app.

Measure the levels of motivation, teamwork and satisfaction that employees experience in their work environment.

Employee Experience Survey

Recognizing the importance of employee wellbeing and having a process in place to monitor it effectively will enable you to:

Helping employees to be happy and healthy at work is essential for their overall wellbeing. It also has a direct impact on their productivity and your business outcomes.

This quick survey asks employees to rate their wellbeing with regards to their mental health, home life, and future plans. Respondents then rate their physical health and have a section to ask for any help and support.

You can run the pulse survey anonymously through webforms or capture respondents' names by creating items within the app.

Facilitating employee wellbeing by checking in on mental health, home life and general health updates.

Employee Wellbeing Survey

Quick completion with high response rates compared to long-form surveys

Pulse surveys give you quick, actionable results and require just a couple of minutes of employees' time to complete.

Regularly "taking the pulse" of your team or workforce means you're aware of on the ground changes in happiness, motivation and productivity. 

Our simple pulse survey asks respondents to rate on a scale of 0 (not at all) to 10 (completely) the following:

How likely are you to recommend the company to others?

I feel my job is aligned to the company goals

I have access to the resources and information I need to get my job done

I can see myself working here in five years’ time

I can see the positive results based on my work

You can send out the pulse survey anonymously using the webforms link, or capture respondents' names by creating items within the app.

Check in with the team regularly to measure work satisfaction, team engagement and company culture.

Pulse Survey

Install an industry-leading template of questions with no limits on the number or frequency of surveys you can run.

Baseline your key employee engagement metrics and know where you need to improve your efforts.

Increase talent retention, overall satisfaction and productivity.

Use your survey data to build warning signals for disengaged employees and predict potential turnover.

Employee engagement indicates how satisfied employees are with their working life, their team relationships, and the company. It's a critical part of HR management to ensure every employee is given the proper tools and working environment they need to do their best work.

Engagement is measured in a number of ways, the primary being the Employee Engagement Survey. You should send out this survey annually at least, or every three to six months if you're finding you have a high employee turnover.

Using the results of your survey you can engage key stakeholders (not just HR!) and build action plans to implement changes to improve your organizational health.

Likert scale questions to assess how well the organization promotes communciation, manager relationships, employee growth opportunities and work-life balance.

The standard is for engagement surveys to be run anonymously, and to include responses from your entire workforce. You can use the webforms functionality in the app settings to run an anonymous survey. The template is also easy to customize to add more questions like employee demographics.

Track employee engagement against key factors such as employee-manager relationship, communication, growth opportunities and work-life balance.

Employee Engagement Survey

Track trends of happiness and productivity over time

Put in safeguards and extra resources to support employees in difficult times

Give employees the space to give honest feedback and ask for more support

Regularly measuring employee happiness and satisfaction will ensure you always have a finger on the pulse of your organizational health.

Why are some teams more productive than others? Is productivity affected by seasonal changes? You don't know until you ask! The Mood Survey is a quick pulse survey that HR or managers should distribute to team members at least once a month.

Respondents are asked to rate on a scale of 0 (not at all) to 10 (completely):

Do you look forward to coming into work in the morning?

How enthusiastic are you about your work?

Do you find that time goes by quickly when working for us?

To what extent do you feel energized by the work you are set to complete?

You can run your mood survey anonymously through using the webform in the app settings, or capture respondents' names by creating items within the app.

A quick mood survey to measure employee satisfaction at work.

Mood Survey

Gather valuable insights about your company culture and management styles

Get honest, critical feedback which you can use to drive organizational improvement

Keep employee responses confidential to HR, and summarize and share those responses with management

One overall "score" helps you keep track of the overall impression of the company over time

Exit interviews are a chance to ask for open and honest feedback about your organization. This Exit Interview template can be used for any kind of departing employee, whether their departure is voluntary or involuntary.

12 employee questions about their working life, company culture and their relationship with their manager.

An HR section to add important employee details for your records like their start date, salary info and outstanding issues.

A summary section to share anonymized employee responses with their supervisor. This is critical to helping the supervisor know and improve their management techniques.

The interview questions are a best-in-class set designed to gather a broad range of feedback and allow the employee to give in-depth responses.

Conduct an exit interview with a departing employee.

Exit Interview

Boost employee productivity and quality of work

Lower rates of absenteeism and employee turnover

Drive loyalty and advocacy among the team

Employee engagement levels show you the motivation, satisfaction and commitment to organizational success among your team members. It's crucial to benchmark your engagement levels to identify areas for improvement and track this progress over time.

Employee Engagement Survey - a long-form annual survey to measure engagement across core business areas like teamwork, communication, professional growth and company belonging.

Well-Being Survey - make sure employees are taking care of their health, lowering stress and keeping a work-life balance.

Weekly Pulse Survey - check in regularly with team members to measure productivity and engagement.

Mood Survey - a quick pulse survey to measure employee satisfaction at work.

Exit Interview - gather feedback from departing employees to get an honest picture of life at your company and identify areas for improvement.

Once you've installed this workspace the above functionality will be available. You are encouraged to make further customizations to each app including setting manager relationships, fixed participants and updating statuses.

Employees who are engaged in their work achieve a greater sense of meaning and job satisfaction. They also perform better.

Engagement

Measure, track, and improve employee engagement using survey and feedback apps.

Employee Engagement

Give employees many different perspectives on their skills, strengths and weaknesses

Give supervisors a broader picture of their direct reports' working styles

Easily highlight top talent and identify underperformers

Encourage open communication between team members

360° feedback gives everyone a broad picture of their skills, working style and team relationships. It encourages open and honest communication between staff and ensures that performance conversations don't happen with just a supervisor.

The 360° Feedback app has the following sections:

Nomination process to select feedback evaluators

Competency-based feedback questions and ratings

Employee's Feedback Profile showing an average of all evaluator scores and a written summary from the manager

360° feedback should be gathered for an individual from many different levels of the organization: from juniors, colleagues, supervisors and leadership.

You are encouraged to edit the template to include your own feedback questions, ratings and competencies.

Gather multi-rater feedback from peers to understand your strengths and blind spots. Nominate evaluators and send out a feedback questionnaire. Get your Feedback profile and compare self-perception against the perceptions of others.

360° Feedback

Ensure there are no coverage gaps without adequate planning

Employees get quick approval for any absence type

Leaders get an accurate records of absences

Give employees a self-service portal to request time off within the requirements of the company absence policy.

An absence request form to document the absence type and planned days off

An approval step for line managers to approve/reject the absence request

A read-only copy of the request to maintain absence records

This is a general app covering a wide variety of absence types. The absence categories included in this module are:

You can always modify this template to include additional categories as necessary, and to include other approval steps if needed. You can also attach the company absence policy as a reference document.

Track sick leave, holidays, vacations, maternity/paternity leave, and compassionate leave.

Absence Management

Streamline the new joiner process by providing them with the right equipment when they need it

Allow departments to effectively manage the assets they own and give staff the ability to quickly request new equipment as needed.

An approval form for the asset owner to approve/reject the request with comments

A section for asset details including serial numbers, photos and loan dates

A read-only asset record for the new asset holder to keep track of equipment they've been loaned

Typically a new asset request will go to an individual in IT or Procurement. You can edit the app template to set these individuals as default participants once you've installed the app. This means you'll set up the process once and the app can run as a self-service request portal for all employees.

Owners can use the data view to get an up to date picture of all assets out on loan, request returns and manage any damages or loss as needed.

Maintain an inventory of company assets like mobile phones, laptops and equipment.

Asset Tracking

Improve remote working relationships by giving every user access to basic employee information

Get quick access to actionable employee data

Link profile fields to your performance apps and Dashboard

Profile templates standardize employee details across the organization and help HR to create a database of important employee details.

NI/SSI number (private to the employee and HR only)

Emergency contact details (private to the employee and HR only)

Company details (role title, start date, date of last promotion)

You can further customize the template to add your own data fields. These can be made visible to everyone and published on the Dashboard timeline to create a personalized employee journey. HR can also include private fields for sensitive information, and fields for account owners only like salary and payroll details.

Our templates can be configured in line with your HRIS system.

Basic Employee Profile

Identify your unique areas of improvement and strength

Gather data that will enable you to incorporate D&I in your organizational strategy

Understand barriers to employee progression

There is no such thing as a diverse individual. Diversity is a relational and contextual concept; a set of characteristics drawn from a specific group of people, in a specific setting, measured on a collective whole.

Your organization has its own unique criteria for diversity and inclusion, and your own areas that you need to improve. The best way to start to tackle this is to measure the perception of D&I among the people who live your company culture every day: the employees.

This Diversity & Inclusion benchmarking company survey is created to help you baseline your D&I efforts to create a platform on which you can improve. The survey asks 10 questions about leadership, hiring, training and motivations for diversity that shouldn't take longer than 3 minutes to complete.

Benchmark the levels of diversity and inclusion across the organization in order to start tracking improvements and employee feedback.

Benchmarking Survey - D&I

Boost employee engagement through opportunities for growth and development

Retain talent by giving them the resources and training they need to progress within the organization

Create cross-functional relationships by assigning career mentors who are not the employee's line manager

Growth opportunities are a crucial part of employee engagement. Encourage employees to plan their career progression with the help of mentoring conversations.

The Career Development One-to-One app includes:

Talking points: open-ended questions for the employee to assess their current working life, identify skills they want to learn, ask for coaching and set a timeline for their progression

Comments from the mentor/supervisor on each talking point to provide their expertise and recommendations

An area for both parties to define meeting outcomes and agreed action plans

This template has been created to help employees document their current career path and think about where they want to go next. It's designed as a conversation to take place between the employee and a mentor or supervisor they look up to, who can provide strategic direction on their career plan. Ideally a face to face meeting should take place to discuss what's been written, and then both parties can document the outcomes and actions they agreed on.

Discuss a career progression plan with your mentor/supervisor.

Career Development One-to-Ones

Regularly check in on employee development, engagement and well-being

Promote relationship building between employees and colleagues

Identify problems early on so you can create action plans to improve

Regular check-ins are vital for employee development and for building productive working relationships between supervisors and their direct reports. They're a chance to reflect and take stock of your work, development, wellbeing and satisfaction.

This simple check-ins app allows anyone to set up a meeting with their manager, supervisor, mentor or a colleague. We leave it up to the initiator to create their talking points so that they can have a catch-up with their own agenda.

Setting up the meeting type, date and talking points

An option for the counterpart to accept or decline the meeting

The initiator documents the meeting outcomes and agreed action items

You should further customize this app to allow employees to link other information into the check-in (goals, peer feedback etc.). We have additional apps for Monthly One-to-Ones and Career Development One-to-Ones if you're looking for a more structured set of talking points.

Set a structured agenda and talking points for a meeting with your manager or colleague.

Check-Ins

Create alignment across all departments, teams and individuals

Keep the company's strategic vision top of mind for everyone

Hold leaders accountable to the targets they set

Publishing inspiring, challenging company objectives gives everyone a goalpost to work towards and brings meaning to the work they do for the company.

Company objectives are the overall strategic objectives for the full organization. By making company objectives publicly available to all employees you can help keep them top of mind and give everyone a framework from which to build their own objectives.

The Company Objectives app includes the following:

Objective name and details - keep it short, specific and inspiring

Strategic themes to group your objectives together, such as Growth, People & Culture and Operational Excellence

Key metrics by which the success of the objective will be measured

A section for ongoing updates and progress reports

Company objectives should be owned and updated by the senior leaders in the organization. Employees can align their own goals to these objectives, and can provide their thoughts and updates to the company objective by using the Comments section of the app. This gives everyone a sense of ownership of the company's growth and transparency in what you're all working towards.

Set, track and publish your organizational objectives to drive awareness and ensure everybody is aligned.

Company Objectives

Help team leaders to understand their team's strengths and weaknesses

Limit potential damage from thoughtless feedback by going through a gatekeeper

Help your peers improve and grow through constructive feedback

Reflect on your own strengths and weaknesses

Feedback can be a tricky subject for employees who may not be comfortable giving open criticism to their peers. Give everyone the option to send feedback to a manager, supervisor or HR and ensure their comments are kept confidential.

Peer feedback provides plenty of opportunities to learn from one another, but that feedback isn't always delivered with tact and understanding. If your organization is new to giving feedback or you'd prefer that managers summarize comments and deliver only the summaries to their reports, then confidential feedback is for you.

Three simple start, stop and continue questions to help providers frame their feedback in a specific and constructive way

An assessment grid to easily rate skills, teamwork and professionalism

Once you're more confident that feedback is given in a constructive way, you can install the full 360 Feedback app to sit alongside your confidential feedback process.

Send confidential, constructive feedback and observations to a colleague's manager or HR.

Confidential Feedback

Improved tracking/visibility across your company

Quick and user-friendly tools that are easily understood

Consistent and fair procedures enforced across the company

This general HR toolkit will allow you to get off the ground running with fixed, tested and repeatable processes.

Asset management - track and record company assets.

Absence management - request and approve any absences - sickness, vacation, etc.

Time tracking - create and submit timesheets.

Core HR makes it easy for employees to manage their information through self-service access.

Core HR

A diverse, inclusive organization drives innovation through differing perspectives

Connected employees are happier, healthier and more productive

Team members who feel safe and supported are better equipped to take risks and deliver above expectations

A great company culture fosters teamwork, collaboration, innovation and a sense of belonging.

Understanding your company culture allows you to build cohesive teams with diverse opinions and skillsets.

This Culture workspace includes apps for:

Diversity and Inclusion Benchmarking - measure the perception of diversity across your organization and start building a more inclusive workforce.

Diversity and Inclusion Surveys - track how diversity and inclusion is adopted among all employees over time with long-form, pulse and check-in surveys.

Employee Experience Survey - understand what drives your employees to do their best work and whether your workplace is allowing them to thrive.

Know Your Team - a quick survey to get to know your teammates better.

Understand and develop your organizational culture with surveys for getting to know you, employee experience, and diversity and inclusion.

Culture

Give employees the autonomy to plan their own career progression with a mentor's support

Allow self-service access to training courses and encourage employees to develop their professional skills

Give leaders a vision of how employees want to progress to aid with succession planning

Employee development is fundamental to team success. Creating a development roadmap ensures employees are growing professionally, continually developing their skills and meeting the organizational goals.

Engagement

Engagement

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