eNPS and Pulse
Hear how your team is really doing.
Recurring eNPS surveys and lightweight manager pulse checks, answered through a simple link, with anonymity protected, rolling up next to team health and skills instead of living in a separate tool.
Hear it while it is still fixable.
Recurring pulses with protected anonymity, next to the learning that answers them.
eNPS surveys
A recurring pulse on loyalty
Run the standard employee Net Promoter question on a cadence you set. Each survey moves through draft, open, closed and archived, so you always know where a round stands.
- Cadence you set. Schedule recurring rounds instead of one-off surveys.
- Clear survey states. Draft, open, closed and archived, tracked for every round.
- The standard question. The recommend-to-a-friend measure teams already recognize.
Manager pulse
Short checks a manager can send anytime
Between the bigger eNPS rounds, a manager can send a short recurring pulse question straight to their team, without waiting on HR to run a formal survey.
- Manager owned. A manager sends a pulse to their own team directly.
- Lightweight by design. A short recurring question, not a long survey.
- Fits between rounds. Keeps a read on sentiment without waiting for the next eNPS.
the round comes back
A score you can read, comments you can trust
The dial, the split, and anonymized themes from free-text comments. The floor keeps every voice safe.
Employee eNPS, this quarter
+42up 6 from last round
Anonymity floor met: 34 of 41 answered
What people said, anonymized
“The new sprint setup finally leaves room for deep work. Keep it.”
“I still do not know what my growth path here looks like.”
“My manager actually acted on last quarter’s feedback. That mattered.”
Free-text comments group into themes. Names never attach.
A condensed demo with illustrative numbers. Real rounds read your own history.
Ask before it becomes an exit interview.
Set the cadence once. The rounds, the anonymity floor and the rollups take care of themselves.
Ships with Business, $15 per seat per month.
Rollups
Sentiment next to development, not apart from it
eNPS and pulse results roll up to manager and HR dashboards alongside team health and skills views, so engagement sits next to learning instead of living in a separate tool. That connects to the Level 1 reaction layer of the Kirkpatrick model.
- Manager and HR views. Results roll up to both, on the same dashboards.
- Alongside team health. Sentiment sits next to skills and learning, not off to the side.
- One platform. See how development and sentiment move together over time.
Anonymity
Honest answers need to feel safe
Results only appear once a minimum number of responses is reached, so no answer can be traced back to one person. Respondents answer through a simple tokenized link, no login required.
- Minimum-response threshold. Results stay hidden until enough people have answered.
- No login for respondents. A tokenized link takes them straight to the question.
- Idempotent responses. One answer per person, per round, cleanly recorded.
The feedback tool
Feedback people actually send
Praise, thanks or a grow note, tagged to a real skill, written in thirty seconds. It lands with the person immediately and rolls up to their manager view, so good work stops evaporating.
- Three feedback shapes. Praise, thanks and grow, each tied to a skill tag.
- Lands twice. The person sees it now, the manager view keeps it for the 1:1.
- Feeds the record. Feedback sits next to mastery when review season comes.
The pulse, as your team sees it
One question, one tap
This is the whole survey experience for a respondent: a single question from their manager, five taps to choose from, done. No login, no form, and the count only shows once enough people answered.
- One tap to answer. A pulse takes seconds on web or mobile.
- Anonymous to the manager. They see the pattern, never the person.
- Participation you can watch. The response bar fills while the round runs.
real stories
Real people. Real outcomes.
“The playable scan is the demo that closes it. People try it, get a real profile, and ask for the whole team.”
90sTo a skill map
“It picks the next lesson for me. I stopped deciding what to learn and just started learning.”
38dStreak
“I went from watching tutorials to actually finishing a curriculum. Eleven minutes is the right size.”
94dCurrent streak
Illustrative voices from common situations, not named customers. Numbers shown are modeled examples.
how it works
From question to insight in four steps
Set a cadence once. The rounds and the rollups take care of themselves.
Set the cadence
Schedule a recurring eNPS round, or let a manager start a pulse check.
Send the tokenized link
Respondents answer without logging in, on web or mobile.
Anonymity holds
Results wait until the minimum response threshold is reached.
Watch the rollup
Scores land on manager and HR dashboards, next to team health and skills.
this is what you get
a real read on sentiment
Recurring eNPS and pulse checks instead of guessing how a team feels.
by a response threshold
A minimum-response threshold protects every respondent before results show.
not two tools
Engagement rolls up next to skills and team health, not in a separate tool.
Signals with a move attached.
“eNPS dipped 8 points in Support. Here is the pulse question that finds out why.”
Ada reads the mood and suggests the next check-in, never the names.
Put engagement next to development.
Run recurring eNPS and manager pulse checks on the same platform your team learns on.
Personal is free. Premium is $9/mo. Business is $15/seat/mo.
Ten modules. One brain. Interconnected.