Employee engagement with Febaso

Hear what colleagues really think.
And show what changes.

A short, anonymous conversation instead of a long questionnaire. You see the themes, not who said what.

Anonymous when you choose
Asks follow-ups, like a good conversation
Colleagues hear what changes

Example: the results of an employee engagement study at a made-up company.

In short

What is an employee engagement study, and what is eNPS?

An employee engagement study asks employees how they experience their work: the workload, the collaboration, the room to grow. A widely used measure is eNPS: how likely someone is to recommend the organisation as an employer, from 0 to 10.

How to calculate eNPS

% promoters (9 or 10)minus% detractors (0 to 6)=Your eNPS, from −100 to +100

Anonymous is the basis: Colleagues are only honest when they know nobody sees who said what. Febaso shows the answers, never the names next to them.
Show what you do with it: Whoever fills in a questionnaire and never hears back answers the next one less honestly. Febaso sends one message per theme to those who raised it.

eNPS is derived from Fred Reichheld's Net Promoter Score. Net Promoter, NPS and Net Promoter Score are registered trademarks of Bain & Company, Inc., NICE Systems, Inc. and Fred Reichheld.

Calculator

Calculate your eNPS.

Fill in how many colleagues fell into each group.

Promoters, 9 or 10

Passives, 7 or 8

Detractors, 0 to 6

Your eNPS

+25

45% promoters minus 20% detractors. More promoters than detractors.

What the number doesn't tell you: why. Febaso finds out, in the conversation after the score.

How it works

From a score to what needs to change.

Your interview
1. 1
  “How likely are you to recommend Northwind as an employer to a friend?”QuestioneNPS, 0 to 10
2. 2
  The reason behind the score
  Understand the main reason, in their words.
  Topic1 follow-up question
3. 3
  “How often last quarter did you have more work than you could handle?”
  Almost never · Sometimes · Regularly · Often · Almost always
  QuestionScale
4. 4
  Growing in the job
  Whether they know how to move on, and what it takes.
  TopicUp to 3 follow-up questions
01
The questions are ready
The eNPS question, the reason behind it, and topics such as workload and growth. Febaso asks follow-ups where the why matters.
9:415G
NNorthwindPart 2 of 4
Thank you for telling us what it's like to work at Northwind. Your answers help us choose what we tackle next year.
HR, NorthwindAbout 5 minutes · Northwind won't know who said whatYou're chatting with an AI interviewer.
How likely are you to recommend Northwind as an employer to a friend?
7
What is the main reason for your 7?
I like the work, but sometimes it's just too much.
You I like the work, but sometimes it's just too much.
When does it become too much?
Privacy
02
Colleagues answer in a conversation
Anonymously, on their phone or computer, in their own language. Whoever has no desk joins through a link or a QR code.
From: Northwind
Workload: deadlines spread out from January
What we heard
At the end of every quarter all the deadlines landed at once. Many colleagues worked evenings for weeks.
What we're doing
From January we spread the quarterly deadlines over three weeks, and we plan no internal meetings in the last week. In April we'll ask whether you notice it.
N
Northwind
You're getting this because you asked for updates on “Workload: peak at the end of the quarter”. At most one email a month. Stop updates on this topic
03
You decide, they hear it
Febaso lays out the themes. You choose what to tackle, and whoever raised it gets a message.

Try it yourself

An employee engagement study, from start to finish.

Make an interview, take it as an employee and see what happens to your answer. Two minutes, with made-up data.

Start demo

Try it yourself: make an interview, take it as an employee and see what happens to your answer. Two minutes.

Sound familiar?

A questionnaire every two years, and nobody notices what came of it.

HR, Northwind
What's it like to work at Northwind?
About 5 minutes · Northwind won't know who said what
Thank you for telling us what it's like to work at Northwind. Your answers help us choose what we tackle next year.
How likely are you to recommend Northwind as an employer to a friend?
012345678910
Today: A questionnaire of forty questions, once every two years.
With Febaso: A short conversation, whenever there is something to decide.
- Processing in the EU
- Anonymous when you choose
- Open about the AI
- Traceable
Today: Colleagues answering carefully, because they don't know who's reading.
With Febaso: Anonymous when you choose, and that's clear from the first message.
012345678910
At the end of every quarter. All the deadlines land at once and I work evenings for weeks.
Workload: peak at the end of the quarter
Today: A score for workload, without knowing where it hurts.
With Febaso: The why, in colleagues' own words.
Themes268 answers · themes ready
Workload: peak at the end of the quarter71
Colleagues: help is always close by64
Growth: unclear how52
Today: Open answers in an export nobody reads.
With Febaso: Every answer read, in themes with counts and quotes.
From: Northwind
Workload: deadlines spread out from January
From January we spread the quarterly deadlines over three weeks, and we plan no internal meetings in the last week. In April we'll ask whether you notice it.
1. Heard
2. Decided
3. Done
4. Told
5. Noticed
Today: The results get presented, and then you never hear of it again.
With Febaso: One message per theme to those who raised it.

Northwind, Lotte and every answer here are made up for this demo.

Privacy and trust

Read how we handle privacy

Processing in the EU
And never used to train AI models.
Anonymous when you choose
You choose per interview whether answers are anonymous. Anonymous means you never see who said what.
Open about the AI
Colleagues know from the first message that they are talking to an AI.
Traceable
Every theme shows the count and the verbatim quotes.

Questions HR asks

Is employee engagement research with Febaso really anonymous?

If you choose anonymous, names are never next to answers, and colleagues read that from the first message. Whoever wants to hear back leaves a contact detail that is stored separately from the answers. In a very small team an answer can be recognisable by its content; we look at that together when setting up.

What is a good eNPS?

Anything above 0 means more promoters than detractors. Beyond that, what counts as good differs per industry and per organisation, so compare mainly with your own previous rounds. The themes behind it say more than the number.

How often should you run an employee engagement study?

Shorter and more often rather than long and once every two years. A short round every quarter, or after a change, shows whether what you tackled actually works.

What about the works council?

Involve the works council up front: an employee engagement study often touches on topics they have a say in. You can show them the questions and share the interim results. We provide the data processing agreement and all the information your DPO needs.

Can colleagues without a work email take part?

Yes. You share a link or a QR code, for example in the canteen or at the workplace. They answer on their own phone, typed or spoken.

Which languages does it support?

Everyone answers in their own language, and Febaso asks follow-ups in that language. You read the themes and quotes in yours.

What does it cost?

Setting up your first interview is free. After that it depends on the number of colleagues and languages: email us roughly how big your organisation is, and you'll hear back within one working day.