HR & Employee Satisfaction
Reduce turnover and increase engagement with structured eNPS measurement
Measure employee satisfaction automatically at the moments that matter: onboarding, performance review and exit. Fully integrated with your HRIS.
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Average impact at HR departments after 6 months
−31%
voluntary turnover
Average after 6 months of active eNPS measurement
+24pt
eNPS increase
Average improvement after implementation
58%
response rate
With event-driven delivery after HR touchpoint
2.8×
faster detection
From satisfaction drop to HR action
What is eNPS measurement for HR departments?
eNPS measurement for HR is the systematic tracking of employee satisfaction at critical moments in the employee journey: after onboarding, during performance reviews and at exit. This reduces voluntary turnover, increases engagement and gives HR concrete priorities.
Voluntary turnover costs organisations an average of 6–9 months' salary per departing employee. Yet most HR departments still measure employee satisfaction through annual surveys that arrive too late and offer too few actionable insights.
Feedback Analytics enables continuous measurement. Surveys are triggered automatically based on HR events: hire date, end of probation, performance review or exit. The right question at the right moment, fully automated via HRIS integration.
Organisations that systematically measure eNPS per department and manager see an average of 31% less voluntary turnover and significantly higher employee engagement. Employees who feel heard perform better and stay longer.
Common challenges for HR departments
Employees leave without HR knowing they were dissatisfied.
Annual employee surveys provide no insight into current issues.
HR has no visibility into which managers or departments consistently score lower.
Exit interviews are not conducted or analysed systematically.
Onboarding problems only become visible after new employees have already left.
There is no link between HR events and structured feedback measurement.
Built specifically for HR & employee satisfaction
6 ways HR teams use Feedback Analytics
From onboarding evaluation to exit survey: every feedback flow is designed for the specific challenges of HR professionals.
Onboarding evaluation after 30 days
Measure how new employees experience their first month. Identify friction in the onboarding process and increase the chance of successful integration.
Pulse survey after performance review
Automatically send a short survey after each performance review. Measure whether employees feel heard and whether agreements are clear.
eNPS per department and manager
Measure the Employee Net Promoter Score per team, department and manager. Identify structural patterns and give HR concrete starting points.
Exit survey at departure
Automatically send a structured exit survey at every departure. Understand the real reasons for turnover and prevent recurrence.
HR alert at low satisfaction score
When an eNPS or satisfaction score falls below the threshold, the HR manager receives an immediate notification. Act proactively before an employee decides to leave.
Wellbeing check during high workload
Trigger a wellbeing survey when signals of high workload or prolonged absence appear. Measure whether employees feel sufficiently supported.
How it works
Feedback process for HR
From HR event to insight: fully automatic. HR managers only receive the signals that require action.
- 1
HR event triggered
An HR event (hire, end of probation, performance review or exit) automatically triggers the right feedback flow via HRIS integration or API.
- 2
Personalised survey sent
The employee receives a short, mobile-optimised survey. Anonymous or traceable depending on settings. Maximum 5 questions for high response.
- 3
Low score → HR alert
When an eNPS or satisfaction score falls below the threshold, the HR manager receives an immediate notification. Proactive contact before an employee decides to leave.
- 4
Insight per department and manager
All data is tracked in real time per department, team and manager. HR acts on data, not gut feeling. Trends are immediately visible in the dashboard.
Practical scenario
How an HR department reduced voluntary turnover from 19% to 11% with structured eNPS measurement
Challenge
An organisation with 350 employees saw 19% voluntary turnover annually. Exit interviews were not conducted systematically. HR had no insight into which departments and managers consistently scored lower on satisfaction.
Approach
After implementing Feedback Analytics, surveys were automatically sent after onboarding (day 30), after each performance review and at exit. When eNPS ≤ 6, the HR manager received an alert immediately.
Result
Voluntary turnover dropped from 19% to 11% in 6 months. eNPS rose from +12 to +36. HR identified three departments with structural management issues that improved significantly after targeted coaching.
Why HR teams choose Feedback Analytics
Less voluntary turnover
Detect dissatisfaction early and intervene before an employee decides to leave.
Higher eNPS per department
Understand which teams thrive and which require structural attention.
Better onboarding outcomes
Optimise the onboarding process based on direct feedback from new employees.
Data-driven HR priorities
HR managers focus on teams that need attention, not on gut feeling.
HRIS integration
Connect to AFAS, Visma Raet, Personio or any other system via datatable or API.
GDPR compliant
EU servers, anonymity options and consent management built in.
Integrations
Connect to your HRIS or ATS
AFAS
Direct HRIS integration via datatable
Visma Raet
Automatic employee import
Personio
Event-driven surveys via API
No direct integration available? View all integrations or use our REST API for a custom connection.
Frequently asked questions
Can we measure employee satisfaction per department and manager?
Yes. You segment results by department, team, manager, location or job group. This identifies exactly where satisfaction lags and which managers or teams consistently score higher or lower. All data is available in real time in the dashboard.
How do we measure the impact of HR interventions?
By measuring before and after an intervention (such as a new onboarding programme, leadership training or a change in employment conditions), you directly see the effect on employee satisfaction and NPS. Cohort comparisons make the impact visible.
Does Feedback Analytics work with our HRIS or ATS?
Yes. Via the datatable connection or REST API you import employee data from any HRIS or ATS. Surveys are automatically triggered based on HR events: hire date, end of probation, performance review or exit.
How do we ensure anonymity in employee surveys?
You choose per survey whether results are anonymous or traceable. With anonymous surveys, individual responses are not linked to employee profiles. Minimum group sizes prevent small teams from being identifiable. This significantly increases the honesty of responses.
Can we automate pulse surveys?
Yes. Set a fixed frequency (weekly, monthly or quarterly) and Feedback Analytics automatically sends the pulse survey to the right employees at the right time. No manual action required.