4.7
Star
on Capterra
4.6
Star
on G2
4.8
Star
on Trust Pilot
4.5
Star
on Trust Radius
Not because the questions were wrong, but because of what happened after the responses came in.
A single company-wide score covers every team, every location and every tenure. When it dips, nobody really knows where. When it lifts, nobody really knows why.
Warehouse staff, in-store teams, hospital wards, kiosk workers. Half the workforce doesn't have a work email, so they answered on someone else's schedule or not at all.
People suspected their manager could work out who wrote what, so they wrote the safe thing, and the answers looked healthier than the team actually felt.
Three steps, and the first one is something you could get done this week.
The workplace chat tools your teams live in. Email, SMS, mobile, on a shared tablet, on a kiosk at the door, on a QR code by the timeclock. No work email required, no smartphone assumed. Answers arrive without names attached, the record simply doesn't carry a person on it.
Each team's score sits alongside the two or three things pulling it — time with their manager, workload, the way a rollout was handled. Written comments get grouped into the subjects people keep raising, with the feeling attached to each one.
Each manager sees a short read-out for their team, framed to help them do something with it. The wider organisation sees the pattern across teams. Coaching prompts arrive with the manager where the driver needs help, not blame.
Workplace chat
208
Direct message
94
341
SMS
112
Shared kiosk
76
QR at the door
44
Time with manager
328
Onboarding pace
214
Workload
176
Onboarding cluster · Team East
campaignHeard from: Weekly pulse · week 4 cohort"Six responses raising the same thing this week"
People who trust the system tell the truth. This one is designed so trust is a mechanism, not a promise on the intro page.
The record itself doesn't hold a name, an ID or anything that ties back to a specific individual. It can't be reconstructed later, even by us.
A report doesn't open until enough answers are in. Three responses never become a report a manager can pick apart line by line.
Managers see their team's summary, HR sees the pattern across teams, executives see the picture over time. Nobody sees individual responses.
Every time someone opens the reporting, it's written to a log. Trust is an entry, not a promise.
Six things that separate a program that moves the number from one that just measures it.
Kiosks, QR codes, shared devices, the workplace chat tools everyone's already in. No work email required, no smartphone assumed.
A twelve-instrument library covers new-hire pulses through exit conversations. Deploy one, several, or the whole sequence over the year.
Anonymity is enforced at the record itself, backed by a threshold so a manager never sees a report of three.
Each team gets a short list of the things actually moving their number, not the things mentioned most, the things affecting the number most.
Every read-out is framed for what the person opening it can act on. No dumping raw team data in a manager's lap.
Employee lists come from your HR system automatically. New hires appear, moves are picked up, leavers drop off. Nobody's chasing spreadsheets on Monday mornings.
One worked example with made-up numbers. The moment, the flow and the read-out would be your own.
The intent-to-leave signal usually shows up in the first quarter, not at the exit conversation
Every number on this page is made up. Real programs start looking like this within a few weeks of going live.
A new hire hits day thirty. A quarter ends. A rollout goes live. The system knows without anyone in HR having to remember.
A short pulse arrives in the workplace chat tool the team already uses. The questions know the person is four weeks in and on a specific team. The responses arrive without any names attached.
One team is quietly hitting a wall on setup pace. The read-out points at the two things pulling that team's score and shows the subjects people keep raising.
The manager sees a short read-out framed to help. People Ops sees the same picture across teams and follows up where a driver needs coaching, not blame.
A few short walkthroughs, recorded in the product.
Take a TourEmployee experience management requires more than just an annual performance review or employee satisfaction survey. Get the full picture with an EX system that keeps the conversation going and delivers insights year-round.
Design FocusAnonymous surveys invite more candid responses by protecting participant identity even from the project administrator. Boost response rates and data quality with anonymous settings. Learn how!
Distribution FocusFrom weekly pulse checks to daily reports, keep the answers coming in with recurring survey invitations. With this automated distribution option, you'll set it and forget it, but invitations will continue to go out on schedule. Smart and efficient!
Data & ReportsYou love hearing from participants in their own words, but turning open-ended responses into reports can be tricky. With the Text Analysis Report, Natural Language Processing (NLP) and Sentiment Analysis turn your text into takeaways! See for yourself the power of this customizable report.
Real customers, and what changed for them.
"Our employees are now empowered to go above and beyond for our guests, thanks to the analytics and reports from Sogolytics."
Maria Urquiola
HR Manager, Embassy Suites Orlando
Organizations run their people programs on Sogolytics
96.7% renewal rate · trusted by K-12 districts, healthcare systems, credit unions and hospitality operatorsFive things that tend to matter once procurement gets involved.
Not a policy statement — the record itself doesn't carry a person on it.
Enough analysis to change the number, priced for real organizations, without months of setup.
Every account gets a named Strategic Account Manager. Not a support queue, a person.
Most teams have a first program running within a few weeks.
Whether people renew is a fairly honest measure of whether a platform earned its keep. That's ours.
Three ready-made starting points you can pull into your account and reshape.
Uncover the key drivers that move your employees forward - or not.
See this templatearrow_forward
Keep your team satisfied and retain them longer with a regular assessment of how well they are able to balance both priorities and uncover any imbalances.
See this templatearrow_forward
Thoughtful exit interview questions reveal negative patterns that may be draining your talent pool.
See this templatearrow_forwardCustomer and people data comes in, feedback and events go out, on whatever schedule suits you.
Keep the employee list in step, new hires appear, moves are picked up, leavers drop off, without a spreadsheet.
Deliver pulses in the chat tools your workforce already lives in, with responses coming back the same way.
Employees sign in with the credentials they already use. IT stays happy.
Drop a file on a schedule when a direct connection isn't on the table.
Independently audited controls at every layer, and your data stays in whichever region you choose.
What is employee engagement software?
Does it reach the whole workforce?
How does the anonymity actually work?
Does it connect to our HR system?
Can we ask through the tools people already use at work?
How quickly can we launch?
Book a demo and we'll walk you through it, from the first pulse to the manager opening their read-out on Monday morning.
Includes all Basic features and:
24/7 email support
Includes all Plus features and:
Expedited email support
Includes all Pro features and:
Priority email, phone & chat support
Includes all Premium features and:
Dedicated Account Manager
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