Don’t just survey your people. Listen continuously.

Employee engagement software helps organisations measure, understand and improve how connected and committed their employees feel. It typically includes engagement surveys, pulse surveys, eNPS, comment analysis and reporting segmented by team, site and tenure.

A structured questionnaire measuring how employees feel across the drivers that shape their experience — manager effectiveness, role clarity, recognition, development, communication, wellbeing and organisational alignment. Comprehensive surveys typically run 30 to 40 questions and take under five minutes.

Employee listening is the ongoing practice of gathering employee feedback across the whole employment journey rather than at a single annual moment. It combines engagement surveys, pulse checks, lifecycle surveys at key milestones, and open-text comments — with the expectation that the organisation acts on what it hears.

Employee experience is the input — every interaction someone has with the organisation. Employee engagement is the outcome that experience produces. You cannot improve engagement directly; you improve the experience and measure whether the score moved.

A comprehensive survey quarterly or biannually, with monthly pulse checks in between and lifecycle surveys triggered at onboarding, anniversary and exit. Never survey more often than you can genuinely act on the results.

A survey triggered at a specific point in someone's employment rather than on an organisational calendar — new starter, day 30, day 60, day 90, probation, anniversary, role change or exit. Lifecycle surveys capture feedback at the moments that most shape whether someone stays.

Because the most useful feedback rarely arrives during the annual cycle. It arrives at day 30 when the role turns out to differ from the interview, or at exit when someone finally explains what has been wrong for months. In a workforce turning over 30% a year, an annual survey never reaches a substantial share of employees at all.

Whether the role matches what was described at interview, whether they know who to ask when unsure, how their first week went, what took longest to work out, and whether anything they were told during recruitment has not turned out to be the case. That last question is uncomfortable and the most useful.

Why they are leaving in their own words, what would have made them stay, how they found their manager, whether they had a clear path forward, and whether they would consider returning. Then review the answers quarterly for patterns by site and manager rather than reading them one at a time.

Through a comprehensive survey covering the recognised drivers, segmented by site, team, role and tenure, supported by monthly pulse checks and eNPS as a headline metric. The variance between your strongest and weakest area is more actionable than the overall average.

Employee Net Promoter Score measures how likely employees are to recommend their organisation as a place to work, on a 0 to 10 scale. It is calculated by subtracting the percentage of detractors (0 to 6) from the percentage of promoters (9 to 10), producing a score between minus 100 and plus 100.

Above 70% favourable is generally considered strong, though benchmarks vary considerably by industry. The trend across cycles and the gap between your best and worst site usually matter more than the headline number.

Above 70% is strong and above 80% excellent. Below 50%, the results may not represent your workforce — and it is worth checking the split by site, because a healthy overall figure often hides an office at 85% and frontline sites at 30%.

For frontline teams the single biggest lever is delivery channel. Email surveys to workers without company email addresses routinely return under 20%; the same survey by push notification regularly exceeds 70%. After that: keep it under five minutes, send automated reminders, and visibly act on the previous round.

Deliver by push notification to a mobile app or by SMS to a personal phone, keep the survey short enough to complete between tasks, and do not require a company email address or desktop access. Low frontline response is a distribution problem, not a motivation problem.

Yes. Prosper can deliver surveys by SMS, which is particularly useful for sites where the mobile app has not been rolled out or for workforces who prefer text. No app download or company email address is needed.

Yes. Surveys are delivered by push notification through the Prosper mobile app, which is typically the highest-response channel for teams who already use the app for company news, documents and recognition.

Connect your HRIS so employee data syncs automatically, then set rules that trigger surveys at tenure milestones — day 30, day 90, anniversary, exit. Reminders to non-responders send automatically, results are captured without manual collation, and nobody has to remember to launch anything.

An approach where feedback is gathered continuously across the employee journey rather than in a single annual event — combining comprehensive surveys, monthly pulses, lifecycle triggers and open comments, with action taken between cycles rather than after them.

By identifying which sites, teams and tenure groups are at risk early enough to intervene. A quarterly cycle with monthly pulses surfaces a deteriorating location within weeks; an annual cycle finds out twelve months later, usually after the resignations.

At scale, manual reading is impractical — five hundred employees producing a paragraph each takes weeks. AI comment analysis groups responses into themes, identifies sentiment per theme, and surfaces what is most frequently raised, in hours rather than weeks.

Scores tell you what is happening. An engagement score of 72 says something is broadly working and something is not. Comments tell you why — that three sites have a rostering problem, or that a specific manager is the reason people are leaving. You cannot act on a number alone.

Share results openly including the uncomfortable findings, pick a small number of specific actions rather than a long plan, push ownership to site level where the problem actually sits, tell people what changed and that it came from their feedback, then pulse the same issue six weeks later to see whether it worked.

Manager effectiveness is consistently the strongest, followed by role clarity, recognition, development opportunity, communication, and whether employees believe their feedback leads to action. Pay appears in the list but rarely at the top.

Most engagement surveys use confidential rather than anonymous design — responses are de-identified but linked to demographics such as site and tenure so analysis is possible. Minimum reporting thresholds prevent small teams from being identifiable.

Yes. In Prosper each manager sees their team's engagement, strongest and weakest drivers, and the comments relevant to them, subject to minimum reporting thresholds. This is what turns engagement from something managers are reported on into something they can act on.

A short questionnaire of five to ten questions run monthly or fortnightly to track movement between comprehensive surveys. It answers whether anything is changing, while the full survey diagnoses why.

Most organisations run their first survey within two weeks. If employee data syncs from a payroll platform such as foundU, Employment Hero or Tanda, setup is faster because the employee list populates automatically.

Yes — foundU, Employment Hero, Tanda, ADP and others. Employee data syncs with role, team and location attached, which is what allows lifecycle surveys to trigger automatically by tenure. See our integrations page for the current list.

A survey tool collects responses. Prosper triggers surveys automatically by tenure, delivers by SMS and push as well as email, themes comments with AI, segments results by site and tenure, reports to individual managers, and connects engagement data to performance and recognition on the same platform.

Yes. Many organisations start with surveys or communication and add performance, recognition and onboarding later. Starting with one or two capabilities and expanding as adoption grows produces better results than switching everything on at once.

Pricing varies by capability and organisation size, typically between $4 and $15 per employee per month. Taking engagement as part of a wider platform is usually more economical than separate point solutions. Book a consultation for a quote based on your workforce.