Employee survey and engagement barometer analysis

A summary in minutes

Engagement barometers, satisfaction surveys and internal polls produce thousands of verbatims that manual reading struggles to cover at scale. The quantitative results get circulated, while the richest material, the qualitative feedback, stays in the raw files.

The automated workflow

A structured process for fast, reliable results.

Importing results

Survey results are loaded: quantitative answers and qualitative verbatims.

Semantic analysis of verbatims

Comments are categorised automatically by theme, sentiment (positive, negative, neutral) and intensity.

Weak signal detection

Emerging topics, differences between populations and trends compared with previous surveys are identified.

Actionable summary report

A summary with the dominant themes, points of concern and recommended actions.

Tangible results

Minutes

To analyse thousands of verbatims

100%

Verbatims processed, where manual analysis samples

By population

Segmented by team, site and length of service

Up and running in 3 to 4 weeks

From specification to deployment, with visible results from the first few weeks.

Rapid scoping (1 week)

Working prototype at the halfway point

Deployment and training included

Frequently asked questions: Employee survey and engagement barometer analysis

Engagement barometers, satisfaction surveys, one-off polls, wellbeing at work surveys, 360 feedback. Any exportable format (CSV, Excel, API) is compatible.

Yes, semantic analysis processes verbatims in aggregate, and summary reports strictly preserve anonymity.

Yes, the analysis can be segmented by team, site, length of service or any other criterion defined in the survey.

The report proposes concrete recommendations, prioritised by impact and feasibility, ready for HR leadership and managers to use.

More workflows: Human Resources

-70% screening time

Application screening and shortlisting

Screening a hundred applications takes between 3.5 and 8.5 hours of work, at six minutes per CV. Deloitte's human capital research puts the share of recruiters' time spent on this screening alone at 40 to 60%. Screening then becomes partial and inconsistent from one recruiter to another, and relevant profiles stay lost in the pile.

3 to 4 weeks

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-55% writing time

Job description generation

Writing job descriptions that are complete, attractive and consistent with company standards takes time. Managers express their needs in different ways, and an imprecise advert has a knock-on effect: more unsuitable applications, longer screening, and a risk of early departure when expectations diverge from the start.

2 to 3 weeks

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-50% preparation time

Automated onboarding journey

Preparing a new employee's onboarding means personalising many documents: welcome booklet, first-week schedule, training path. The work is usually done in a rush in the days before arrival, so steps get missed and the welcome is standardised where the employee expects a framework designed for them.

3 to 4 weeks

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See all workflows: Human Resources