Our engagement platform is easy to use, build on data science, a lot of automation and provides concrete AI-driven insights and recommendations at all levels.
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The platform is meant to spark honest conversations and drive actions both on a team-level but also for the organization with data-driven insights.
Our survey and questions are all derived from scientific studies and backed by extensive data science work.
Zoios is extremely easy, takes just 2 minutes to answer and everything flows automatically.
Get an objective assessment with benchmarks against other workplaces in your market and industry.
See the results for every country, department, division, team, gender and age in intuitive dashboards.
As important as the actual score is the movement and trend over time, which you can easily follow in Zoios.
Our big data model uses trained models to make holistic root cause analyses and suggest real actions.
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.
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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.
Most organizations measure employee satisfaction the wrong way. Long annual surveys designed by committee, analyzed for weeks, and acted on months after employees have moved on. By the time results reach managers, the workplace has changed and the moment to intervene has passed.
The problem isn't that companies don't care. It's that they're using approaches designed for a different era, when work was stable, teams were static, and once-a-year check-ins made sense. Today's workplace moves faster, and your employee satisfaction measurement needs to match that pace.
Everyone has an opinion on what to ask employees. The CMO wants to ask questions about collaboration. The CFO wants about change management for the recent IT project. The CSO wants strategy alignment questions. Before you know it, you have a 50-question employee satisfaction survey designed by committee.
The problem? There's a lot of scientific research on what questions best measure employee satisfaction and what actually predicts retention. Using validated frameworks means you get benchmarks to interpret whether the scores are actually bad, okay or good.
Also, using a proven framework adds credibility to the measurements. Don't spend all your time having to defend a homemade survey setup that everyone has an opinion on. Skip the opinion club and use proven science instead.
Everyone is busy, especially your managers. We want a high participation rate for our employee satisfaction survey, and to accomplish that, the survey needs to be short and sweet. We recommend maximum 15 questions, and preferably 10-12 of them being quantitative questions, as they are much faster to answer.
Furthermore, use a system where you don't need employees to answer their department, age or gender. Good software has that information in the background and merges the employee information with the survey answers in the analysis phase automatically.
Another thing you can do to make your survey more engaging and relevant is to ask so-called conditional questions. If an employee seems to have issues specifically with recognition, we follow up with an intelligent question: "Seems like you aren't satisfied with the level of recognition you are experiencing. Can you describe why that is?" to collect contextual insights. This works way better than having open comment sections for everything with no intentionality. One of our projects showed that people who get an intelligent 'live' question based on their rating provide 31% more feedback on the issues they are experiencing.
Measurements are a snapshot in time. Our research suggests that employees have a lot of recency bias, and generally answer based on their past 2-4 weeks of experience at work. That's what their current state of mind is based on. So you have to design a reliable employee satisfaction measurement protocol that factors this in.
Ideally you measure employee satisfaction once a month, but for many companies that's too frequent, and they end up going for bi-monthly or quarterly employee satisfaction measurements, which is a huge improvement from the annual survey. With annual surveys, we are essentially navigating blindly 11 months of the year.
Also just consider this: how different is the workplace for some of your teams now vs. five months ago? Do you think a measurement from even five months ago is relevant anymore? Probably not.
Companies that track employee satisfaction quarterly or monthly catch problems 6-8 weeks before they become resignations or sick leave. That's your intervention window. Annual surveys give you zero window.
Getting the survey design right is only half the battle. The other half is execution. You can have a perfectly scientific 10-question survey, but if only 40% of people respond and it takes six weeks to generate reports, you've wasted everyone's time. Here's what separates companies that get value from employee satisfaction measurement and those who don't.
We all hate reminding people to answer a survey, but it's necessary in almost all organizations. Our experience, with our pulse survey, is that roughly 50% of people answer the survey every time we send a reminder. So the first reminder gets 50% to answer, the second 25%, the third 13% and the fourth 7% and that's how we help companies get a 90% response rate.
Smart systems don't remind everyone but only the ones who haven't answered yet (of course). Sending reminders on multiple channels like email and Slack can also help, especially if you have employee groups that don't communicate much on email but mostly internally with colleagues on Slack (e.g. engineers).
Employee satisfaction is not static. Like we explained in the 'Don't measure just once a year' section above, these measurements are a snapshot representing the dominant employee experience over the past 2-4 weeks. So it's not ideal if we spend 4 or 6 weeks after people have answered until the managers have a report for their team or the executive team has a report on the organization.
You should strive to have all analyses and reports done within a week or two after the survey is completed. Many have a survey open for a month, but we'd recommend that you have a small one week window (maximum 2 weeks) for doing the survey to ensure the results are still valid when we review them in teams, departments and on a company level.
Using a platform like Zoios ensures that analysis, visualizations and reports are instantly available as the data comes in. Modern software generates analytics in real-time, so no waiting for spreadsheet gymnastics or manual deck creation.
HR and Executives are used to this type of work. However, managers are super busy and not always the more experienced leaders. To make the most of an employee satisfaction measurement we need to help them by converting the scores, ratings, comments and feedback into a holistic analysis.
First, which factors or drivers are the most important to focus on in my team. Second, what is the root cause for why we see e.g. a decline in optimism? Third, what are concrete suggested actions they could take to improve the situation in their department or team.
These types of analyses can be complicated to make, but with Zoios' AI engine it happens automatically for every single team, department and unit. However, if you do this yourself, make sure that an HR Partner sits down with every manager to provide this context, analysis and recommendations instead.
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.
