- Platform
- Employee surveys
Hear what’s going on, in time.
Simployer sends short, regular pulses and shows you which team has changed. You and your managers have the conversation.
Engagement index
Round 4 · 122 of 150 answered
- Alignment78+6x
- Collaboration75+5x
- Development61-4x
- Leadership73+5x
- Pride82+5x
- Recognition61-5x
- Well-being61-7x
Engagement index
Round 4 · 122 of 150 answered
- Alignment78+6x
- Collaboration75+5x
- Development61-4x
- Leadership73+5x
- Pride82+5x
- Recognition61-5x
- Well-being61-7x
See it live
Now see it with your own survey results.
30 minutes in the product with someone who knows Nordic HR.
Suggested times
Book a demoSeven drivers, one pulse.
12,000 companies and 1.2 million people run their HR on Simployer.
- ISO/IEC 27001:2022 certification in progress
- ISAE 3402 audited by PwC
- GDPR data kept in the EU
Who it’s for
Before the resignation letter.
- HR
Know where to look first.
Every team’s trend in one view, so you hear about it while there’s still time to help.
“40 questions, 12 groups, 4 rounds. Which number matters?”
- Manager
Something to talk about on Monday.
Your own team’s results, with suggested actions to start from.
“My team’s results are in. What do I actually do with them?”
- CEO
Know how the organisation is doing.
Without waiting for the annual survey, or the exit interview.
Engagement by department, against your industry.
Results by team
See which team needs you, in time.
The annual survey lands in March. By autumn it describes a team that’s changed. Regular pulses show how each team is moving, round by round.
- Every team, every roundEngagement score and trends for each group, so a dip shows early.
- Where to look firstA heatmap across seven drivers, and eNPS, point you to the team and the reason.
- Against your industryCompany, global, and industry benchmarks, down to each question.
You hear about it while it’s a conversation, not a resignation letter.
By department
| Group | Alignment | Collaboration | Development | Leadership | Pride | Recognition | Well-being |
|---|---|---|---|---|---|---|---|
| Everyone | 78 | 75 | 61 | 73 | 82 | 61 | 61 |
| Engineering | 77 | 77 | 56 | 74 | 83 | 62 | 63 |
| Sales | 82 | 73 | 63 | 73 | 82 | 60 | 60 |
| Customer Care | 71 | 75 | 54 | 63 | 82 | 49 | 49 |
| Operations | 81 | 66 | 63 | 72 | 81 | 66 | 66 |
By department
| Group | Recognition | Well-being |
|---|---|---|
| Everyone | 61 | 61 |
| Engineering | 62 | 63 |
| Sales | 60 | 60 |
| Customer Care | 49 | 49 |
| Operations | 66 | 66 |
For managers
From result to conversation.
The manager reads the report, nods in the meeting, and goes back to the week. Not any more. Each manager sees their own team’s results, with a clear place to start.
- Their team, their resultsA dashboard for each manager, with the groups they follow.
- Suggested actionsTips based on how the team answered, so the next step is clear.
- HR keeps the overviewYou see every team, and decide with the managers what happens next.
The result turns into a conversation, not a slide.
Participation
81%
122 of 150 at Svealink AB
Participation
81%
122 of 150 at Svealink AB
Customer CareYour team
Research-backed questions
Ask what actually drives engagement.
“Are we even asking the right questions?” Start from questions built on a research-backed model, so you measure what matters without being an engagement expert.
- Seven driversFrom alignment and leadership to recognition and well-being.
- Start from ours, or write your ownUse the ready-made library, adapt a question, or add one that’s yours.
- Pulse, yearly, or one-offRun the rhythm that suits you, or a single survey for one project.
Proven questions from day one, adapted to your organisation.
I understand how my work contributes to what we are trying to achieve.
The last time I finished something difficult, somebody noticed.
I can keep this pace up without it costing me something.
I understand how my work contributes to what we are trying to achieve.
The last time I finished something difficult, somebody noticed.
I can keep this pace up without it costing me something.
Sia, your AI HR employee
The number leadership asks for? Ask Sia.
Ask Sia, your AI HR employee, about engagement, response rates, or eNPS, by team. You get the answer in seconds, without building a report.
For admins and managers in Employee Surveys. Results follow the same anonymity rules as the dashboard.
Simployer HR experts
When a result raises a harder question.
A team that’s struggling, or a manager who isn’t sure what to say? Simployer’s HR experts have seen cases like yours. Call or write, and talk through how to handle it.
Your HR expertArzu Kazimova SelLegal Adviser HR & Management, Simployer“When we understand why engagement is the way it is, not just how it feels, we can make decisions that move both people and results forward.”
Ulrika LinnersjöCHRO, Gazella
Also included
The details someone will ask about.
- Pulses on a scheduleSet it once. Pulses go out without anyone sending them.
- Results in your inboxReports arrive by email when a round closes.
- Their language, their phoneEmployees answer in their own language, in the mobile app.
- Anonymous by designResults only show for groups large enough to protect who said what.
- Results by questionOpen any question and see how each group answered.
- eNPSWould people recommend you as a place to work? Followed over time.
One platform
Employee Surveys, right where you do the rest of HR.
Employee Surveys comes in Complete, so what you hear sits next to the rest of your HR.
Employee Surveys is in Complete: Core HR, Employee Surveys, Equal Pay, Expert and Recruitment.
Good to know
A few answers, before you ask.
What is Simployer Employee Surveys?
Employee Surveys sends short, regular pulses and shows HR and managers how each team is doing over time. The questions come from a research-backed engagement model, and you can adapt them or write your own. Results arrive by email and on a dashboard with trends, a heatmap, and benchmarks, and managers get suggested actions for their own team.
What actually drives employee engagement?
Research points to a set of factors, not a single cause. Simployer’s engagement model groups them into seven drivers: alignment, development, pride, leadership, recognition, collaboration, and well-being. Measuring each one shows which driver is holding a team back, instead of one overall score that doesn’t say why.
What’s the difference between a pulse survey and an annual survey?
A pulse survey is short and frequent, often a few questions every month or at the rhythm that suits you. An annual survey is longer and runs once a year. Pulses catch a change while there’s still time to act on it. Employee Surveys runs both, plus one-off surveys for a single project or moment.
Are the answers anonymous?
Yes. Employees answer anonymously, and results only show for groups large enough to protect who said what. Managers see their own team’s results, never who gave which answer.
Does engagement affect staff turnover?
Yes. Research on workplace engagement, including a Gallup meta-analysis of almost 2 million employees, links stronger engagement to lower staff turnover, alongside higher productivity. Following engagement between annual surveys means you can act on a drop before it turns into a resignation.
Not here? Bring your question to the demo.
Know sooner. Talk sooner.
Nicole SalesA 30-minute demo. Bring your last survey, and we’ll show you where to look first.
- Your last survey, read for where to look first
- Results by team, with suggested actions
- Packaging and price for your size
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