Pulse surveys, eNPS tracking, and sentiment trends — short questions in the flow of work, honest answers without the spin, and the analytics to actually act on them.
The annual engagement survey runs every November. By the time you see the results, the disengaged people have already resigned.
20-minute questionnaires hit people's inboxes and stay unread. Response rates of 30% on a good year.
People won't answer honestly if they think they can be identified. So they don't — or they self-censor.
Results land in a PowerPoint, get presented once, then nothing changes. Cynicism sets in for next year's survey.
Walk through creating an employee survey and measuring eNPS — in this interactive demo.
HeimdallHR's surveys module replaces the dreaded annual engagement survey with short pulse checks employees actually answer. Track eNPS over time, spot sentiment shifts early, see breakdowns by department or tenure, and turn findings into action plans that show your team you're listening.
Build surveys in minutes with reusable question banks. Likert scales, ratings, multi-select, free-text — mix and match.
Track Employee Net Promoter Score quarterly. See the breakdown by department, tenure, location, or manager.
Anonymous mode strips identifiers before HR ever sees the data. Minimum cohort size enforced so no one can be deduced from filters.
Watch scores move over time. Spot the team where engagement dropped this quarter before it becomes attrition.
Set up a quarterly eNPS, a monthly pulse, and an exit survey — they run themselves with automatic reminders.
Translate findings into commitments with owners and due dates. Re-survey to see if it worked.
Pick a template or build your own questions. Set the audience and cadence.
Employees get a short prompt in the app or by email. Most surveys take 2 minutes.
Live dashboard shows responses, scores, and trends. Slice by team or tenure.
Commit to changes, share with the team, re-survey to see the impact.
Short pulse surveys hit 60–80% response — far higher than the dreaded annual.
Catch disengagement weeks before someone hands in their notice, not months after.
Teams that survey and act retain at materially higher rates than those that don't.
Frequent + short beats annual + long. Your team won't dread the next questionnaire.
HeimdallHR is most powerful when used together.
In anonymous mode, identifiers are stripped at submission and we enforce a minimum cohort size (configurable, default 5) on any breakdown. If a slice would identify fewer than the minimum, the breakdown is hidden.
A common pattern is quarterly eNPS, monthly 2-question pulses, plus targeted surveys (onboarding, exit). Avoid more than one short survey per week per person to prevent fatigue.
Yes — provided the team is above the cohort-size minimum. Otherwise results roll up to the next level so individuals can't be deduced.
It can. Most customers either retire the annual entirely or run a smaller version focused on themes that emerged from the pulses during the year.
See how easy it is to launch a pulse survey and act on what your team tells you — see a personalised demo or talk to our team.
No commitment — we’ll get back to you within one business day.