Our 2-min survey is based on science, it's easy to run and give you exactly what you need; Overview, benchmarks, trends, analysis and actions.
Company-wide scores hide more than they reveal. A respectable overall score might mask that one office is thriving while another struggles, or that new hires love it but engagement crashes after a year. Aggregate data lets problems hide until they become crises.
Zoios enables segmentation by demographic attributes like gender, age groups, and expat status so you can identify engagement disparities across different employee populations. Understanding how well-being differs by demographics helps you spot potential inclusion issues and tailor your people strategy. For example, discovering that women score 10 points lower on well-being than men reveals an important equity issue that organizational-level data might hide.
Zoios provides segmentation by cross-organizational attributes like job level, tenure bands, and role types that span multiple teams. You can see how well-being differs between your senior leaders and junior staff, or compare engagement for employees in their first 6 months versus those with 2+ years tenure. These cross-cutting segments reveal patterns that pure organizational segmentation misses, like whether your engagement challenge is actually a new hire onboarding issue.
Zoios automatically tags and segments open-ended comments by which well-being driver (like recognition, development, or life harmony) they relate to, organizing thousands of comments into actionable themes. Instead of reading every comment individually, you can filter to see all feedback about recognition issues or development concerns. This topical organization helps you quickly identify the most common themes in employee feedback and understand what's behind low driver scores.
Zoios allows you to create custom segments for project teams or client assignments, enabling engagement measurement beyond permanent organizational structure. You can tag employees with specific projects or clients they're working on and see well-being scores for those groups. This flexibility helps organizations where work is project-based to understand how different engagements affect people, identifying which clients or projects create problematic strain.
Zoios lets you segment engagement data by management hierarchy, showing both direct team results and rolled-up scores including all indirect reports. A department head can see their direct leadership team's scores separately from the aggregate including everyone in the department. This hierarchy-aware segmentation helps leaders at different levels understand engagement in their full span of control while still identifying issues within specific teams.
Zoios lets you segment pulse survey results by your organizational chart structure, showing well-being and engagement scores for every department and team. You can drill down from company level to individual teams, comparing scores across the hierarchy to identify pockets of excellence and areas needing support. This organizational segmentation ensures engagement insights reach the leaders who can act on them, with each manager seeing their piece of the picture.
Zoios prevents combining multiple filters that would create segments too small to maintain anonymity, protecting employee privacy across all engagement data. The platform intelligently blocks filter combinations that would reduce a segment below your anonymity threshold, even if each individual filter would be acceptable. This proactive protection means employees can trust that no clever filtering tricks could identify their responses, encouraging more honest pulse survey participation.
Zoios provides immediate organizational-level insights showing overall well-being, strain, and eNPS across your entire company the moment survey responses come in. The dashboard highlights your strongest and weakest drivers, response rates, and compares current results to previous measurements without manual calculation. This instant company view helps executives and HR quickly assess organizational health and identify the biggest opportunities for cultural improvement.
Company-wide engagement scores hide more than they reveal. A respectable overall well-being score of 78 might mask that your London office is at 85 while Copenhagen sits at 68. Your female employees might be struggling at 70 while men cruise at 82. Aggregate data lets problems hide in plain sight until they become turnover crises.
Zoios provides comprehensive segmentation so you can see engagement through multiple lenses. Break down results by organizational structure (departments, teams, locations), demographics (gender, age, tenure, seniority), or custom dimensions (projects, clients, managers). Every segment shows its own scores, trends, and comments, revealing the patterns that company averages obscure.
This granularity is where engagement measurement becomes truly powerful. Discover that your engagement challenge isn't company-wide, it's actually concentrated in one struggling team. Learn that new hires in their first 6 months have great well-being but engagement crashes after a year, pointing to a retention issue. Spot that one particular client project is creating problematic strain for everyone assigned to it.
Armed with these insights, you can target interventions where they're actually needed instead of wasting resources on company-wide programs that don't address the real issues. Segmentation transforms engagement from a vague cultural concern into specific, solvable problems. You stop treating symptoms and start fixing root causes because you finally understand where the problems actually live.
I think the advantage of concrete data is that we can follow the development over time, and that enables us to test our intuitions.
Plus, the data gives us something tangible and actionable to work with.
We can follow the trends and facilitate dialogues to make small or large changes in our everyday work-life - to ensure we accommodate what motivates people and develops them as consultants.
You can granulate the data and have more detail in terms of what is happening...
So when we have a feeling we can actually validate if it's something we need to tackle or not. That's very powerful.
We have already done it for
Getting started with Zoios is easy and you can trial our pro plan for free. You can also continue to measure employee satisfaction for free on our starter plan.
Import all your employees from an Excel or CSV file. We'll help you do this free of charge within a day to avoid technical issues.
If you have an HR-IS system we can also set up an integration that automatically syncs employee information from your HR system to the Zoios platform.
Add any segmentation that you might want like gender, generation or level.
Make sure your managers are aware that you're introducing this system to get an overview of the organization and be more proactive on employee trends, not to monitor their individual performance.
Communicate it at an all-hands or town hall meeting. Let employees know you'll start measuring more actively and need their input. We have a presentation template you can use that covers anonymity practices, timing and what to expect.
To run your survey you decide what day you want it to be sent, and then Zoios manages all the sending and follow-ups with employees automatically.
If you use Slack then add that integration in just four clicks before the date of your survey.
The system automatically enforces anonymity, so results from any groups that are too small will not be visible.
The data is instantly available and converted into intuitive reports with benchmarks and deep analyses across the entire organization.
You then give your managers access to their departments and teams, and the platform will serve them detailed reports, root cause analyses and concrete actionable recommendations to improve their leadership and the eNPS, well-being, satisfaction and stress levels in their team.
Zoios is anonymous for employees, and SOC-2 TYPE II certified.
Your people are your business. Act accordingly.