Confidential, Inclusive & Frictionless Surveys for all of your Employees

• Improve survey participation with surveys that can be completed on any mobile device, desktop PC or browser (read more…»)
  
  
• Pre-load employee demographic data to avoid invasive demographic questions in your surveys, with employee confidentiality guaranteed
  
  
• Different types of survey questions, including NPS, open-ended and Likert questions with different scales, with conditional branching logic
  
  
• Deliver surveys via email, shared kiosks, or even on paper, or upload unique survey links to employee apps
  
  
• Create your own survey questionnaires and communications, and add your own branding, logos, and survey icons
  
  

Advanced, Real-time Analytics with Thematic & Sentiment Analysis

• Provide managers with access to view their survey results in real-time at business unit/team level, or create your own PDF reports (read more…»)
  
  
• Use the advanced analytics dashboard to segment, filter, and analyze employee feedback across business units and demographics
  
  
• Compare and track progress against benchmark data and over time against previous surveys, including surveys that were imported from other survey platforms
  
  
• Benefit from Natural Language Processing to analyze open-ended (qualitative) comments according to themes and sentiments
  
  

Contextual Feedback & Rule-based Insights Right Where Needed

• Provide all survey respondents of the Engaged@Way-of-Work engagement survey with personalized engagement reports based on their confidential survey responses (Personal Engagement Report...»)
  
  
• Empower leaders at all levels with contextual, data-driven best-practice recommendations developed by a team of organizational psychologists and data scientists (read more…»)
  
  
• Adapt and align the best-practice recommendations with your organizational culture and HR practices, and include learning content for delivery right when and where it’s needed
  
  

Do-it-yourself or Expert Assisted Surveys – Your Choice

• Use the Engage platform to configure and administer employee and pulse surveys with drag-and-drop ease yourself, or sit back and let us take care of it on your behalf
  
  
• Benefit from our data science expertise with optional data correlations, interpretative analytics, and expert observation reports
  
  
• Get survey advisory, change management, and consulting assistance where required from Mindset's network of Organizational Development and I/O Psychologists
    

More about the Engage Workplace platform...

Drive Engagement at all Stages of the Employee Lifecycle

• View employee feedback and sentiments in real-time in the analytics dashboard, and track responses at individual employee level 
  
  
• Analyze and filter survey results at business unit/team or demographic level, or view them from different organizational perspectives, incl. focus groups, agile project teams and matrix structures
  
  
• Run diagnostic employee surveys to measure engagement, inclusion or wellbeing at any stage of the employee lifecycle (anonymized or deanonymized)
  
  

Customize and Automate Employee Lifecycle Surveys

• Define your own lifecycle stages and pulse surveys to reflect your organizational culture and HR practices
  
  
• Cater for pre-employment candidates (recruits) as well as regular employees
  
  
• Integrate with your HR system to auto-trigger employee lifecycle pulse surveys, with rule-based escalations
    

More about the Engage Lifecycle platform...

Diagnose and Address the Issues that Impact Engagement

Mindset and the Mindset Partner network’s statistically validated employee engagement surveys measure the levels of engagement – as well as the drivers that impact engagement – at business unit and demographic level so you know where to focus and what needs fixing

Engaged@Way-of-Work Diagnostic Employee Engagement Survey

• Accurately diagnose, isolate and address the issues that inhibit or drive engagement at every level of the organization (read more…») 
  
  
• Use our statistically validated and scientifically designed employee engagement survey model, or adapt it to your unique culture
  
  
• Empower leaders to take data-driven action at all levels, provide all survey respondents with personalized engagement reports
  
  
• Benefit from Natural Language Processing technology to understand the themes and sentiments of open-ended comments
    

Read more about employee engagement...

Reliably Measure, Track and Drive Diversity, Equity & Inclusion

• Get team-level demographic insights to help you build a diverse, equitable and inclusive work environment (read more…»)
  
  
• Benefit from Mindset's Inclusion@Way-of-Work or IEC Enterprises' DEI scientifically designed diversity, equity and inclusion survey models, or adapt them to fit your culture
  
  
• Use Virtual Structures to create focus groups based in key diversity dimensions for targeted interventions and follow-up pulse surveys
  
  
• Analyze and compare the workplace experiences and sentiments of your employees around equity and inclusion at demographic level
    

Read more about diversity and inclusion...

1. Create a Conducive Workplace

• Start the organizational engagement journey and set a baseline with an organization-wide, deep-dive engagement survey
  
  
• Use a scientifically designed diagnostic survey tool to identify and isolate the issues that impact engagement at an organizational, leadership as well as at team level (more about Engaged@Way-of-Work...») 
  
  
• Craft an engagement strategy and action plans that are based on data-driven insights to create and sustain a conducive work environment
  
  
• Do follow-up remeasure surveys ideally on an annual basis for comparison and benchmarking purposes and to update the engagement strategy
  
  

2. Employee Commitment & Buy-in

• Improve survey participation rates rewarding employees with individualized engagement reports based on their survey responses (Personal Engagement Report...»)
  
  
• Empower your employees to take ownership of their relationship with their managers or supervisors
  
  
• Provide targeted feedback to help everyone understand where they are in their personal engagement journeys
  
  
• Sensitize your managers to the impact they have on the engagement levels of their direct reports the
  
  

3. Change Leadership Behavior

• Equip managers at all levels to drive engagement with data-driven insights based on their business unit’s survey results (read more…»)
  
  
• Customize the best-practices recommendations to reflect the organization’s culture and HR practices
  
  
• Embed learning material and online content as the basis for contextual, just-in-time learning opportunities
  
  
• Reinforce leadership behaviour and address areas of underperformance with Continue and Improve insights

4. Track Issues at Team Level

• Decentralize engagement by enabling managers at all levels to effectively track and own their teams’ engagement
  
  
• Monitor the fluctuating levels of engagement over time with regular organization-wide pulse surveys
  
  
• Use targeted pulse surveys to track the efficacy and outcomes of interventions at business unit level
  
  
• Provide managers with updated data-driven insights and best-practices recommendations
  
  

Create Virtual Structures to Run, View and Analyze your Survey Results

• Use the drag-and-drop editor to create any number of alternate or hybrid virtual structure views of your organizational or divisional structures and/or cross-functional reporting lines
  
  
• Combine any group of employees into agile project teams, focus groups, committees, training classes, workshops or other custom structures
  
  
• Run surveys based on virtual structures with employees included according to their demographics, e.g. all Female Supervisors in the Production Division older than 25
  
  
• Assign virtual structures to specific business units with selective edit or view access permissions for managers

Automatic Update Virtual Structures with Changes in your HR System

• Virtual structures represent in effect different or alternative versions of your organizational structure as captured in your HR system
  
  
• Virtual structures will be automatically updated with any changes to the employee data, e.g. new employees or employees who resigned or were transferred
  
  
• Arbitrary or hybrid groups of employees (e.g. focus groups) will be updated via advanced cohort-analysis algorithms, with changes that can be selectively accepted or discarded
  
  

View Survey Results from different Historical or Structural Perspectives

• Survey results will by default be mapped and shown according to the way the organization was structured at the time when the surveys were conducted (historic view)
  
  
• As an alternative, current or historic survey results can be mapped and viewed according to the latest version of the organizational structure (current view)
  
  
• Current and historic survey results can in addition also be mapped and shown according to one or more virtual structures, even if the virtual structures were created after the surveys were completed
    

More about virtual and hybrid structures...