Platform · Engagement
Know how your people feel — and act on it.
Engagement measures employee sentiment with pulse surveys, eNPS, and lifecycle surveys, then shows you the drivers behind the score and turns them into action plans managers actually finish.
The challenge
Annual surveys tell you how the team felt six months ago, in a deck nobody opens twice. By the time a manager sees the result, the moment to act has passed — and attrition is already showing up in the numbers. Engagement closes that gap: short, frequent surveys, clear drivers, and a plan tied to each one.
What it does
Inside Engagement.
Pulse surveys on your cadence
Run short, recurring pulse surveys — weekly, monthly, quarterly, or ad hoc — with Likert scales, multiple-choice, and open-text questions. Start from a prebuilt template or write your own, and schedule them to send automatically.
eNPS, tracked over time
Measure employee Net Promoter Score from one question, grouped into promoters, passives, and detractors on a -100 to +100 scale. Watch it move quarter over quarter as a leading indicator of retention.
Onboarding and exit surveys
Capture sentiment at the moments that predict tenure. Onboarding surveys flag friction in the first 90 days; exit surveys tell you why people actually leave — before the pattern repeats.
Drivers and sentiment, not just scores
AI key-driver analysis ranks what moves engagement most, and sentiment scoring sorts open-text comments into positive, neutral, and negative — so you read the themes, not 400 raw responses.
Heatmaps and segmentation
See favorability by team, department, tenure, location, or any field from your HRIS. Heatmaps surface the gaps at a glance, so you know which group needs attention and which is thriving.
Action plans that get finished
Turn feedback themes into manager-owned action plans with suggested next steps, owners, and due dates. Engagement becomes a habit your managers run — not a report that gets filed.
Outcomes
What changes when it's in place.
Higher participation
Responses people actually submit
Short, confidential surveys on a predictable cadence lift response rates — so decisions rest on what most of the team thinks, not the loudest few.
Lower attrition
Spot the flight risk early
Falling eNPS and negative comment trends show up in real time, giving managers the chance to act before a resignation lands instead of reading about it in the exit survey.
Faster action
From results to a plan in a day
Automated driver and comment analysis turns a closed survey into a ranked, ready-to-act plan in minutes — cutting the analysis cycle from weeks to an afternoon.
FAQ
Engagement questions
What types of surveys can we run?
Pulse, eNPS, onboarding, and exit surveys, plus fully custom surveys for anything specific to your organization. Use our prebuilt engagement template or build your own with Likert-scale, multiple-choice, and open-text questions.
Are responses anonymous?
You choose per survey. Run surveys confidentially to encourage candor, or attributed when you need to follow up with individuals. Either way, results roll up so no single response is exposed below your chosen reporting threshold.
How is this different from a standalone survey tool?
Engagement is one module of the Teksquilt people platform, so survey results sit alongside performance, goals, and 1:1s. It syncs employees and org fields from your HRIS to segment results automatically, and feedback turns directly into manager action plans in the conversations where it gets acted on.
See what your team would tell you.
Book a walkthrough and we'll show you a live pulse survey, eNPS tracking, and how results become an action plan.
Book a demoPrefer to talk? +1 972-837-7530 · contact@teksquilt.com