Ranx's overall score, out of 100. Higher is better. It combines how people rated each area with how much each area matters to them.
70.3
4 categories scored
No sign-up needed
See a company go from survey to results.
Decivium is the Ranx demonstration company. Follow it through every step: Listen, Rank, Drivers, Act, and Lift, then back to the next survey.
This demonstration shows the whole company. In the real app, each leader sees only their own part of the organization, and small groups stay hidden so no one can be singled out.
Employee Net Promoter Score: would people recommend working here? The share who would, minus the share who wouldn't. Useful context, but it doesn't set what to fix first.
-5
Promoters 21.6% ยท Detractors 26.1%
The share of invited people who answered: 111 of 150.
74.0%
111/150 responses
The share of invited people who opened the survey. Comparing it with the response rate shows whether people saw the survey but didn't finish it.
80.0%
120/150 accessed
The best place to start: it matters a lot to people, the results are clear enough to act on, and there are practical things leaders can do.
Start here
Ready to act
Job Satisfaction
Matters most to people, with room to improve. Career growth, last round's first fix, is now second.
Walkthrough
Pick a step to explore.
Follow the whole path: the survey, what to fix first, why it matters, the plan leaders chose, and whether things got better.
Lift
Check whether things actually got better.
Lift tracks the same topic, here Decivium's employee engagement, across every survey about it over the last three years. Each survey keeps its own line, so different surveys are never blended together. Org changes and initiatives sit on the same timeline, so leaders can see what was happening around each result. Then Lift recommends when to survey next.
OverallImproving
10 like-for-like comparisonsCareer growth+2.4 points
Feedback and coaching+3.0 points
Capability development+6.3 points
Work fit and challenge+5.4 points
Manager effectiveness+2.9 points
Trust in leadership+5.1 points
Color shows the survey area each theme comes from: Career Growth and Development Manager Effectiveness Leadership and Future Outlook
Results over time
13 surveysEmployee engagement across three surveys.
One timeline for every survey on this topic. Each survey has its own line, so only like-for-like results are joined.
AI summary · reviewed results
Engagement improved; career growth and feedback are still the key gaps.
In the latest pulse, the Net Ranx score rose from 67.1 to 70.3 and eNPS from -15 to -5: both improved together. The rise came alongside six related initiatives, and Lift rates that link as supported, though the August reorganization before the survey tempers it. Career growth and feedback and coaching remain the clearest gaps, along with uneven trust in leadership. The advice: keep delivering, and aim the next round at these gaps.
Focus now
Focus the next round on clearer advancement pathways and more consistent manager feedback and coaching.
Swipe the chart for earlier surveys.
Annual Engagement Baseline
Quarterly Engagement Pulse
Continuous Engagement Pulse
Org change
Initiative work
Next survey
The markers show when initiatives ran; the next survey shows what changed afterward. Ranx shows what happened around each result. It doesn't claim an initiative caused it. The August reorganization changed 23% of the org chart, past the 20% Lift treats as a material change, so it sits on this timeline as context for every result after it.
See all 13 surveys
| Survey | Closed | Net Ranx | eNPS | Response rate |
|---|---|---|---|---|
| Annual Engagement Baseline 2024 | Nov 22, 2024 | 66.0 | −30 | 76.7% |
| Quarterly Engagement Pulse 2025 Q3 | Sep 26, 2025 | 66.1 | −22 | 78.7% |
| Annual Engagement Baseline 2025 | Nov 21, 2025 | 67.0 | −19 | 79.3% |
| Quarterly Engagement Pulse 2025 Q4 | Dec 19, 2025 | 66.3 | −26 | 80.7% |
| Continuous Engagement Pulse, January | Jan 16, 2026 | 68.1 | — | 81.4% |
| Continuous Engagement Pulse, February | Feb 13, 2026 | 67.6 | — | 85.8% |
| Continuous Engagement Pulse, March | Mar 13, 2026 | 68.6 | — | 76.5% |
| Quarterly Engagement Pulse 2026 Q1 | Apr 3, 2026 | 67.4 | −16 | 79.0% |
| Continuous Engagement Pulse, April | Apr 17, 2026 | 68.2 | — | 74.7% |
| Continuous Engagement Pulse, May | May 15, 2026 | 68.2 | — | 77.8% |
| Continuous Engagement Pulse, June | Jun 12, 2026 | 67.5 | — | 80.2% |
| Quarterly Engagement Pulse 2026 Q2 | Jul 3, 2026 | 67.1 | −15 | 75.3% |
| Quarterly Engagement Pulse 2026 Q4 | Oct 30, 2026 | 70.3 | −5 | 74.0% |
Around the cycle
Connect your systems, add your brand, take the data with you.
These features sit around every step: where the survey list comes from, whose name is on the survey, and where the results go afterward.
- 1ConnectLink your HR system or CRM once, through Merge, a secure integration service.
- 2Refresh dailyRanx checks for changes every day, at a time you choose.
- 3Review what mattersPeople leaving, new managers, and reorganizations wait for an admin. Small updates flow straight in.
- 4Survey the right peopleEvery survey and every leader's results use the current, approved list.
Comes with HR and CRM connectors. Without them, upload a CSV or Excel file whenever your list changes. What the connectors bring over
Get started
Launch a proven survey program on day one, not next quarter.
Choose a playbook, bring in your people from your HR system, CRM, or a spreadsheet, and let Ranx take it from the survey through to the results.