Employee Experience (EX) Software
Take your employee experience to the next level!
Empower your managers, make informed decisions and encourage employee engagement.
– Sanja Licina, Ph.D. President QuestionPro Workforce
Together we have the opportunity to reshape the future of work. The insights gained through surveys and employee engagement communities help you create a stronger culture and a better company.
Use our proven models or your own standard questions. Or you can benefit from employee communities. They are the perfect way to record and understand your employees' experiences from recruiting to leaving your company.
Role-based data portal available to all relevant stakeholders.
Statistical methods, for example B. to identify the key drivers. Analysis of free texts using AI-based sentiment analysis. Visualize on easy-to-understand dashboards to quickly identify trends and gaps in managing company culture and employee experience.
Create a business strategy based on the strengths of the workforce while addressing areas for improvement.
We give you a full overview of our employee experience software and our consulting approaches! Arrange an individual appointment for a personal live online presentation.
To create a truly empathetic organization, one must be able to communicate and engage with employees effectively, at scale.
The state-of-the-art demographic grid provides the highest level of confidentiality, and AI analysis highlights the most important themes in open questions, helping companies take actions that have the greatest impact.
Employee needs are changing faster than ever before. When managing company culture, it is crucial to keep a real-time view of the key drivers of employee engagement and well-being.
Continuous employee feedback, delivered through intuitive dashboards, empowers everyone involved to take action and have a positive impact on the business.
Leaders across the organization have an incredible opportunity to shape both the overall culture and employee engagement, but to truly be their best, they can't do it alone.
Whether you already have a 360 degree measurement and are looking for the simplest, most straightforward, yet most powerful technology to deploy, or you want to use our leadership scale that focuses on integration, readiness, capacity and much more , we look forward to working with you to make your leaders the best versions of themselves.
Would you like to have another employee engagement and data analysis expert on your team? Often there is not enough staff available to be able to analyse and evaluate everything yourself.
For this reason, we at QuestionPro have put together a team of experts whose main goal is to help you make your company the employer of choice. Not only can these employees help you get the most out of QuestionPro's survey technology, but they are also an extension of your team to ensure you are making the most of the data and insights to achieve your strategic goals.
QuestionPro is one of the top employee experience platform providers in the Forrester New Wave™ report.
With QuestionPro EX you can implement all conceivable feedback methods and also fully automate feedback processes.
In this phase of the employee journey, the first contacts arise between the company and potential employees, e.g. B. by recommending employees, visiting the website, job fairs, recruiting campaigns, etc. In addition to these initial contacts, the preparation of the job description and the company's presentation can also be optimized through continuous measurements. You can also check what experiences potential candidates already have about the company, e.g. B. Image, branding
From the applicant's perspective, this time is invested in writing the application and dealing with the company's formal application requirements, e.g. B. the online portal. Here, candidates should already experience the feeling of having found a suitable company. The experience of the application submission process should be recorded to enable continuous improvement processes.
In the hiring phase, from the applicant's perspective, the following points are crucial for a positive employee experience: How does the feedback on the application go? How are appointments arranged? How was the reception in the company? How did the conversations go? How should an assessment center be evaluated? How is the communication afterwards? How is an acceptance or rejection communicated? etc. Ultimately, it's about the entire design of the selection process. Measurements should be carried out on the above-mentioned interaction points in order to continuously optimize your own process. On the other hand, in this phase you can also learn from the competition by surveying the candidates.
In this phase, employees are “taken on board” and is one of the most important experiences in the company for the duration of their retention. In addition to the technical training, the focus is also on the social integration of the new person. In order to measure this phase, in addition to quantitative surveys, e.g. B. after the first day of work, after training, after the end of the probationary period, after the end of onboarding, etc. But also qualitative feedback, e.g. B. in the form of an employee community, is extremely important to collect in order to understand and optimize the experiences made. In addition, feedback from new employees is very important for managers in order to find out how the team, the processes, the corporate culture itself, etc. work.
The topic of personnel development is already highly relevant during onboarding in order to find answers to the questions about what skills, competencies and talents the employees have and to implement the findings into appropriate measures. However, the phase includes all processes in which employees receive feedback for their work through performance reviews, individual discussions and meetings. In addition, anonymous short surveys and employee communities can be used at different times. Based on this feedback, measures must be developed that promote long-term potential and further develop employee knowledge.
The phase is characterized by individual personnel development, modern leadership concepts, a suitable corporate culture, etc. to ensure long-term, motivated and enthusiastic loyalty to the company. Continuous evaluation, feedback processes and transparency are important building blocks in this phase to promote employee commitment. Using “Continuous Listening” you gain unexpected insights into the employee experience and can develop it further in the interests of the employees. Classic employee surveys with different topics or several smaller surveys on individual topics such as culture, leadership, satisfaction, etc. - as well as employee communities are suitable for this.
Culture includes all the words, actions, values and beliefs that make the company what it is. It consists of experiences and artifacts; it can be seen, heard and felt. The company and work culture influences the employee experience across the entire employee journey.
Culture only works if it is communicated and exemplified and, above all, is the right culture for your own unique workforce. All employees contribute to the culture. For this reason, the external and self-image of the corporate culture must be regularly surveyed and analysed in order to identify dynamic changes and, if necessary, adapt them. Culture has a direct impact on employee retention or churn rates.
Regular pulse surveys give you a real-time overview of the current mood, morale and well-being of your employees. With QuestionPro you can easily create, distribute and evaluate pulse surveys. The answer can either be sent by email with a one-click response. Or you can create more complex pulse surveys that can be designed as online surveys. Micro pulse surveys can also be conducted via Slack. A pulse app is also available.
Employee wellbeing is a crucial aspect of workplace and corporate culture. Companies that promote the well-being of their employees ensure a positive and productive working atmosphere combined with low levels of stress and high loyalty. Well-being not only includes psychological and physical factors, but also complex components such as satisfaction, emotional balance, the opportunity to have a say, and freedom to make decisions etc. Which well-being factors in the company as a whole and in the individual workplace are relevant for the workforce should be collected and continuously measured using employee communities and surveys. The aim here is also to identify developments and weak points in order to derive and implement measures.
What does good leadership mean from the employees’ perspective? How well does the leadership modeled fit with the corporate culture? Do the managers have all the resources needed for great leadership? As leaders, are they accepted and supported by their teams? These and other questions should be evaluated with pulse surveys, 360-degree feedback, classic employee satisfaction surveys, etc. in order to increase employee engagement among both managers and employees. Employee online communities are also ideal for analyzing strengths and weaknesses and identifying further developments.
Performance management is defined as an ongoing process to identify, measure and develop employees' performance in the workplace. The process requires constant communication between managers and their team members. In addition to 360-degree feedback, pulse surveys and employee engagement surveys, online communities are also ideal for checking whether the services to be provided are understood and accepted. On the other hand, to identify weak points in the process.
The final phase of the employee life cycle is about enabling employees to leave the company easily. Topics such as information on salary, departure date, entitlement to vacation or additional company benefits, etc. are mentioned here as examples. Offboarding is crucial – and unfortunately often underestimated – in maintaining a strong employee brand. For this reason, it is advisable to provide qualitative and quantitative feedback at different phases, e.g. B. Exit survey, in-depth interview to make the phase exciting and also to measure employee branding in this regard.
The Employee Experience Management Dashboard is freely configurable: you decide what you want to see and how. And who is allowed to see what! You can filter your evaluation according to all possible variables and compare them with each other. A wide range of reporting and analysis options are available, such as scorecards, employee net promoter evaluations, free text analyses, key driver analyses, benchmarks and, of course, all the usual standard evaluations you would expect from a system of this class. In addition, you have the option of using the advanced analysis and reporting tool QuestionPro XA, which has a sophisticated rights and role model and is multi-dashboard capable.
QuestionPro offers you the possibility to set up and manage your own corporate community, which all employees can access. Here you can initiate surveys, collect and discuss ideas and suggestions, as well as place topics and work on them together in groups. Use the incentive and gamification functions integrated in the community to increase employee engagement. Use the employee community as part of your holistic employee experience management!
Use the numerous features and functions of QuestionPro EX to conduct employee surveys and touchpoint analyses along the employee journey.