Employee Experience

Streamline Employee Exit Interviews with Enalyzer’s Webhooks

Employees come and go, but their knowledge shouldn’t have to leave with them. Exit surveys are an important tool to…

Employees come and go, but their knowledge shouldn’t have to leave with them. Exit surveys are an important tool to help employers understand why employees are leaving and what they can do to improve. But let’s face it, exit interviews can be time-consuming and tedious.

Enter Enalyzer’s webhooks. We can help streamline your exit interview process and provide valuable insights into your employees’ experiences.

💡 Get started with our ready-to-use Employee Exit template.

Effortless Automation

Webhooks allow you to pass real-time information between applications. In the case of exit interviews, Enalyzer’s webhooks allow you to automatically trigger exit surveys and send the data directly back to your HRM system, streamlining the process and saving you time.

Here’s a scenario: you’re the HR manager at a tech company. When an employee resigns, an incoming webhook triggers an exit interview survey. The employee will receive an email with a link to the survey, where they can provide feedback on their time at the company.

Once the survey is completed, an outgoing webhook sends the data directly to your HRM system, keeping all the information in one place.

The Benefits

Using webhooks with Enalyzer’s exit interviews has several advantages.

Save Time: No more manual send-outs or waiting until the end of an employee’s tenure to conduct an interview. With webhooks, you can gather feedback as soon as an employee resigns.

More Data: By triggering exit interviews automatically, you can gather feedback from a wider range of employees, including those who may not have been selected for a traditional exit interview.

Analyze and Take Action

To fully understand why employees are leaving, you need to analyze and follow up on the data you collect from exit interviews. Enalyzer’s reports make it easy to drill down into the results and identify trends and areas for improvement. With this information, you can make informed, data-driven decisions to improve the employee experience and reduce turnover.

Learn how to use our incoming and outgoing webhooks.

Say goodbye to manual exit interviews and hello to insights and efficiency with Enalyzer webhooks.

Governments are easing up regulations, are you ready to follow suit?

As the spread of the coronavirus slows down, Europe is cautiously trying to get back to business with restrictions loosening…

As the spread of the coronavirus slows down, Europe is cautiously trying to get back to business with restrictions loosening across the continent. Denmark is opening up their shopping malls, The German Spy Museum in Berlin opened its doors for the first time in weeks, and Austrians can head over to hairdressers in Vienna after two months of lockdown.

With many European countries relaxing some of their restrictions, many are returning to public life. It’s a slow change and many restrictions will remain for the coming months. So, does this mean that your employees should slowly come back to the office? Hold your horses.

Health and safety first

Whether your employees have been working remotely or staying home due to business closure or health concerns, you need to ensure a healthy and safe transition back to the office. In other words, you need to determine when and how you can call back the troops.

We have developed a pulse survey solution that helps HR, IT, Operations, and Leadership teams address each employee’s unique needs and concerns to make a safe and positive transition back.

Pulse surveys collect real-time feedback, are flexible and adaptable, which allow the addition and removal of questions based on previous measurements. They allow for a proactive system that adapts to your employees and their experiences.

The Return to Work Pulse Solution

Our solution helps organizations quickly understand and address the employees’ unique concerns and needs to create actionable plans for transitioning teams back into the workplace.

Pre-built assessment questions and an automated point-in-time report cover the following topics:

  • Health and safety needs
  • Company and manager communication requirements
  • Readiness to reintegrate

This solution can be used for planning the reopening, as well as readying the organization, teams, and managers for a variety of situations including:

  • Employees returning back into the workplace after an extended period of remote work
  • Employees returning to work from extended self-quarantine or personal health safety concerns
  • Employees who interact with the general public and/or customers and are returning onsite

With our reports, you can use real-time employee experience data to make the best plans for your organization — and your employees — as you transition back to the workplace.

Are you interested?

Our consultants are ready to help you get through this. Book a demo.

If you’d rather handle it on your own, you can! We have a template you can use for inspiration and implement your own pulse solution using Enalyzer.

The Solution to Workplace Sexual Harassment is Institutional Courage

The #MeToo movement has gone through different stages. Already back in 2006, it was kickstarted on Myspace by sexual harassment…

The #MeToo movement has gone through different stages. Already back in 2006, it was kickstarted on Myspace by sexual harassment survivor and activist Tarana Burke. However, it gained worldwide traction after the exposure of the sexual harassment allegations against Harvey Weinstein. Widespread media coverage led to high-profile firings as well as criticism and backlash, particularly in Hollywood. Nevertheless, thousands of stories largely shared by women have made it clear that sexual harassment is an issue in every industry.

The Center for American Progress divided sexual harassment charges from 2005-2015 by industry. The accommodation and food services industry, which includes restaurants, coffee shops, hotels, and other hospitality establishments, accounted for 14.2 percent of sexual harassment claims filed to the EEOC from 2005 to 2015. The retail industry accounted for an additional 13.4 percent of claims.

If that’s not enough, sexual harassment cases go largely unreported. The Equal Employment Opportunity Commission (EEOC) in 2016 found that 6 to 13% of individuals who experience harassment file a formal complaint. This means that 87 to 94% of individuals choose not the report the issue. The same goes for European countries, according to the report ‘Violence against women: an EU-wide survey‘ by the European Union Agency for Fundamental Rights.

Due to the overwhelming underreported cases of workplace sexual harassment, companies must be part of a cultural change to make it safer for employees to come forward. But where do you start?


In 2014, Jennifer Freyd, a Professor of Psychology at the University of Oregon, coined two concepts, institutional betrayal, and institutional courage.

Institutional betrayal refers to the “wrongdoings perpetrated by an institution upon individuals dependent on that institution, including failure to prevent or to respond supportively to wrongdoings by individuals committed within the context of the institution”. Employees that report sexual harassment and are met with inaction are the victims of institutional betrayal. The good news is that Freyd also gives us the answer: institutional courage.

Institutional courage is meant to tackle institutional betrayal and it relies on accountability and transparency. It focuses on the anonymous collection of data, as well as the analysis of that data to develop new solutions.
There are 10 steps institutions can take to promote institutional courage to address workplace sexual harassment:

  1. Comply with criminal laws and civil rights codes, and go beyond minimal standards of compliance.
  2. Respond sensitively to victim disclosures and avoid victim-blaming responses.
  3. Be accountable for mistakes and apologize when appropriate.
  4. Cherish and encourage whistleblowing.
  5. Monitor your organization regularly to ensure that you are not promoting institutional betrayal.
  6. Conduct anonymous surveys to get meaningful insights and talk openly about the findings.
  7. Make sure leadership is educated about research on sexual violence and related trauma.
  8. Be transparent about data, processes, and policies regarding workplace sexual harassment.
  9. Use the power of your company to address the societal problem, e.g. if you’re in the entertainment industry, make films that inform the public about sexual violence.
  10. Commit resources to steps 1 through 9. Ensure that there is staff, money, and time dedicated to address sexual harassment and change the culture.


When an employee files a sexual harassment complaint, you have a legal, ethical, moral, and employee relations obligation to investigate the charges thoroughly and without delay. However, since sexual harassment goes largely unreported, the lack of complaints does not indicate a healthy and safe work environment.


In recent years, more and more companies have opted for measuring sexual harassment in the workplace, which is great! Nevertheless, your methodology needs to be spot on or you risk not getting an accurate picture. Research shows that if you ask the direct and single question:

Have you been exposed to unwanted sexual attention in your workplace within the last 12 months?

You will get a low percentage that will not reflect the real extent of sexual harassment in your workplace. The reason is that that question is often perceived by employees as a physical, sometimes violent, form of sexual harassment.

If #MeToo has taught us something is that sexual harassment and unwanted sexual attention take many forms and you should be measuring them to get the whole picture. We have developed a solution that addresses concrete forms of sexual harassment, physical and verbal, which will give you a complete understanding of sexual harassment in your workplace.

view survey

Furthermore, for those who have experienced one or more types of sexual harassment, it’s important you also measure the frequency of the sexually abusive behavior, as well as find out who the perpetrator was: manager, colleague, or customer. With all this information, you can get a holistic understanding of the extent of sexual harassment in your workplace.


The measurement itself can take place in connection with the annual employee survey. However, we recommend that the reporting and follow-up on sexually abusive behavior take place in an independent setting, where the focus is only on sexually abusive behavior. For example, do not have team or employee meetings to discuss engagement and sexual harassment, keep sexual harassment separate.

Following up on the results will cause employees to reflect on their behavior in the workplace, as well as create safety for victims which will be more inclined to come forward with complaints.


We have established that sexual harassment is grossly underreported. Therefore, people that decide to raise uncomfortable truths need to be championed. We developed a whistleblower solution that encourages people to report what they’ve experienced in a safe, yet easy way.


  1. Make sure that all your employees have access to the form.
  2. Set up a QR code that takes employees to the complaint form

Employees can decide whether or not they want to remain anonymous.

This whistleblower solution sends a clear message to your employees, that your company takes their safety seriously and will not tolerate sexual harassment. Furthermore, the complaints work as a preventive measure for perpetrators.

view form

Go ahead and set these up yourself and ensure the safety of your employees. We can also help you set it up or take over completely.

Interested? Book a demo.

The Future of Work Has Arrived. Are You Technologically Ready For It?

The COVID-19 worldwide lockdown has led to a radical change in the use of technology and expanded remote working possibilities….

The COVID-19 worldwide lockdown has led to a radical change in the use of technology and expanded remote working possibilities. This has meant that the workplace of the future has already moved into many organizations in the form of increased digitalization and working from home. Many organizations are following up on the experiences of working remotely. The preliminary results show that many organizations have experienced a significant decrease in sick leave, for example, sick leave has decreased by 64% at the Danish Safety Technology Authority

The economic benefits of reducing sick leave are palpable. Last year, the Confederation of Danish Employers estimated that sick leave costs society DKK 46 billion annually. We’re not talking about small change here. Private companies and public organizations can save significantly by reducing sick leave.

There are two primary reasons for the decline in sick leave during the current COVID-19 pandemic. First and foremost, the general population has a much greater focus on hygiene to decrease the spread of the coronavirus. We all know the authorities’ hygiene advice:

  1. Wash hands frequently or use hand sanitizer
  2. Cough or sneeze into your sleeve
  3. Avoid handshakes, kisses, and hugs
  4. Pay attention to cleaning, at home and work
  5. Keep your distance and ask others to be considerate

The second reason is remote work. The widespread of remote work has given many families a more flexible working life instead of the constraints of a 9 to 5 schedule. The increased flexibility has made it easier to balance work and personal/family life. Unquestionably, all other things being equal, many now feel less stressed in everyday life, which in turn means that the probability of sick leave decreases. In short, the first results show that an increase in remote work reduces stress and sick leave. But three things need to be in place to reap the benefits of an increased in remote work without compromising the organization’s productivity:

  1. You need to have a handle on your tech. Employees need to have the same access to IT systems and relevant tools at home as they do at the office.
  2. Your employees need to be equipped to take advantage of new technological opportunities and that they feel familiar with the application of the new technology and tools.
  3. As employees will using 40% of their time working from home, you need to ensure that work processes and routines around the technology are thought into their everyday lives. You have to be aware of whether the current processes around the technology need to be adjusted to the new reality.

Is your organization technologically ready for remote work?

It’s important to examine the technological readiness of your organization to ensure employee productivity when they’re working from home. We’ve made a test that can give you a quick assessment.

Take the test

However, if you’d like a thorough evaluation of all levels of your organization, we can take care of that as well. Contact us and have a personalized technological readiness assessment within two weeks.

Our consultants are ready to help you and set up a live report.

COVID-19: Ensure the safety of your customers with a contact tracing system

Lockdowns and restrictions continue to ease around the world, which means restaurants, concert halls, stores, and other facilities are finally…

Lockdowns and restrictions continue to ease around the world, which means restaurants, concert halls, stores, and other facilities are finally open. However, the reopening has come with its challenges and restrictions. And now governments in many countries have encouraged or even required for all publicly accessible facilities and event venues to record people’s contact details and assist with tracing efforts.

With Enalyzer, you can easily set up a tracing system that’s efficient and most importantly safe. Quickly gather guest and customer contact details and notify them if there has been a risk of infection at your venue.

How does it work?

Scan and register

Create and design your registration form. Get the QR code, print it, and place it somewhere visible in your restaurant, store, or company. When guests and customers scan the QR code, they’ll be directed to a registration form where they’ll enter their contact details. Most smartphones already have a QR code reader integrated into the camera and therefore don’t need to download an app.

Test the QR code by using your smartphone camera

Collect registrations

With Zapier, you can automatically transfer your data from Enalyzer to whatever app you choose to collect the registrations. We recommend a spreadsheet app such as Google Sheets, Smartsheet, and Airtable.

You’ll be able to register contact details as well as the time and date of their visit, so you have all the information you need to keep our customers and guests safe.

Notify affected customers

In the event of an infection suspicion, you can easily and quickly inform the guests that were at your venue at the respective time window and message them. With Zapier, you can automate the entire process of sending out emails.

If necessary, you can simply export the potentially affected groups and forward them to the relevant authorities.

As with everything, you can set it up yourself or we can do it for you. Our team is ready to set up a contract tracing solution that fits every single one of your needs. Interested? Book a demo.

Security and GDPR

Personal data should always be approached with safety and care, especially since it lands you in the realms of GDPR. Therefore, you should consider the following:

Registration must be voluntary

You cannot require or force customers and guests to register their information, it must be voluntary. In short, there should be no inconvenience or consequence to the customer or guest if they reject registering their information.

State your purpose

Customers and guests must know what is being registered, what it be used for, and for how long it will be stored. You don’t need to store the information for more than a couple of weeks. If you already have a personal data policy, consider adding a section about the registration. Enalyzer is GDPR compliant and we do our utmost to keep your data safe. Our consultants ensure security and GDPR compliance for all of our solutions.

Collect only what you need

This will usually include name, email, phone number date, and time the customer or guest has been at the location. Depending on the size of the venue, you can also register which floor or side of the venue the guest has been in, as this information can also be relevant and helpful in tracing the infection.

Secure the information

Make sure that unauthorized people don’t access the registered information and don’t use the information for anything else than people have consented to. The information may only be used for contract tracking.

Delete continuously

When the information is no longer relevant, it must be deleted. According to the authorities there is a 14-day incubation period for coronavirus infection, it must therefore be assumed that you are probably not allowed to store personal information for longer than two weeks.

Use recurring surveys to stay connected with your workforce through the COVID-19 crisis

Recurring and continuous surveys are great tools that will help you stay connected with the reality of your business and…

Recurring and continuous surveys are great tools that will help you stay connected with the reality of your business and assess the development of the KPIs you’re observing. Even though the world is slowly opening up, there are many still working from home and these conditions will not be changing any time soon. Recurring surveys are a great way of keeping your workforce connected and guide them through this crisis. Reading time: 6 min.

In the space of a few weeks, the world changed and we have been living under the new normal for months now. For many of us, a daily routine consists of a quick walk from our beds to the study, dinner table, or couch. We keep colleagues and managers updated via instant message and daily or weekly video calls. We try to manage our families and keep out any distractions while trying to achieve our KPIs. Despite everything, humans are creatures of habit and we are settling into the new normal the best way we can. But things are not normal.

Your employees’ ability to adapt is not, necessarily, a sign that they feel supported. So, don’t stop checking in and measuring their engagement, well-being, and satisfaction simply because they seem like they’re dealing. The world is slowly opening up but many keep working from home and we can safely say that getting back to normal is going to be a slow process, so you need to set up a system for continuous measurement, aka recurring surveys.

Step 1: Make a plan

A survey plan consists of defining the survey’s purpose and cadence, as well as addressing accountability.

The purpose

Before you set up you distribute your survey, sit down with all the stakeholders involved, and determine the survey purpose. Ask yourselves these questions:

  • What exactly are we trying to figure out?
  • Why do we want to know?
  • What do we hope to do with the collected feedback?
  • Who is our intended audience or population?
  • How are we going to access that target audience?

Survey goals are the key to successful measurement, without them, you may end up with unusable data and unable to take concrete action. A survey without a purpose is a waste of time.

The cadence

Your plan also needs to include a timeline. Recurring surveys should not be sent at random; they need a schedule. The survey cadence depends on two things:

1. How frequently do the conditions you are measuring change?

Once you define your survey goals, you’ll know the conditions and topics you need to measure to meet those goals. To determine a frequency, you need to think about how often these conditions or employees’ perceptions of them meaningfully change.

2. How often can you follow-up and take action based on the results?

When employees share their feedback, they expect to be listened to. Surveying employees and failing to follow-up on the results can backfire by spreading mistrust, increasing disengagement, and leading to decrease future survey response rates.

When considering survey cadence, you need to consider how often your managers can review and react to survey results. A follow-up includes some communications of the results back to the employees and action plans and these things take time – consider how much resources you have.

Perceptions of remote work could change frequently, therefore, we recommend asking every 1-2 weeks for the most recent and relevant data. With Enalyzer, once you set up reports and distribute them, you can watch real-time data come in, minimizing administrative work.


In order to implement changes or setup new initiatives based on the collected employee feedback, you need to find someone who will be accountable. This person or group of people need to have the interest and authority to implement initiatives and changes. The best candidates are your managers, including top management.

Step 2: Define your tool kit

Recurring surveys can be costly and resource-demanding unless you find a digital platform that can minimize the administrative work involved in data collection, as well as insight reporting and distribution. Enalyzer minimizes the administrative work that constant measurement requires and it can easily embrace your entire organization. 

You might also want to integrate with other tools you’re already using, such as Slack, Google Sheets, Gmail, or popular HR apps such as Namely and PeopleHR. With Zapier, Enalyzer can connect to more than 1500 apps, so you can transfer employee feedback wherever you need automatically.

Step 3: Design your survey

You are now ready to build your survey and you’re in luck because we have a Remote Workforce template that measures six challenges remote workers face:

  1. Work-life balance
  2. Distractions
  3. Lack of sense of belonging
  4. Lack of communication
  5. Lower reliability and accountability
  6. Increased security challenges

Furthermore, the template is meant to be used as a communication platform. There is a higher response rate when top management chooses to communicate through the survey.

→ Check out the template

→ Add a copy of the Remote Workforce template in your Enalyzer account

You can customize the survey to be more specific to your organization and the goals you’ve defined. For example, the survey can start with a short video greeting and a one-pager that briefly explains the organization’s goals and priorities.

Step 6: Set up recurring surveys

Survey plan ✔️ Survey design ✔️ Now it’s time to send your surveys. You can send them manually according to the frequency you’ve chosen or you can set it all up to run automatically in Enalyzer using organizations.

  1. Create an organization
  2. Create teams that reflect your organizational structure
  3. Customize employee profiles
  4. Import your employees via CSV
  5. Setup an automation to send the recurring surveys automatically
  6. Focus on making insight-driven decisions

Step 7: Setup reports and distribute them

Reports provide data as soon as feedback comes in, so you can understand what’s going on in your organization immediately and track the development over time with time series charts. Distribute reports with your managers and give them read-only access to the insights they need to follow-up on the results. Managers can check their reports after each recurring measurement and always be up to date on how their team is feeling, as the world changes.

Step 8: Take action and communicate

With every measurement, make sure you look into the areas that need your focus and if needed, readjust the next measurement. Ensure your managers are taking initiatives to address issues that arise from the survey results.

Consistent measurement is always a good idea even before COVID-19. It’ll be a while until we’re back to business as usual, so for now, make sure your employees feel supported throughout these uncertain times.

Need help? We have can tailor a solution that meets your needs and get you started right away. Book a demo.

The Remote Workforce: The New Normal During The COVID-19 Crisis

We don’t know when we are going back to normal and therefore you should prepare for the following months. A…

We don’t know when we are going back to normal and therefore you should prepare for the following months. A remote workforce, especially under these circumstances, has its own challenges that you need to understand and address. By collecting feedback, you can communicate with your employees, ease their concerns and uncertainty, and stay connected with the state of engagement and well-being amongst them. Reading time: 3 min.

Remote working has always been part of Enalyzer’s DNA. It provides our employees with flexibility that helps them balance their life with their work. This is, of course, common within our industry but we are in unprecedented times and we have found ourselves, together with many others, with a remote workforce in the blink of an eye.

In light of this crisis, we had to take into consideration how working from home for extended periods of time and without preparation can impact our people and therefore our company. We, like others, are making sure that we stay connected while physically distancing. However, we are in untested waters and therefore we are continuously measuring employee engagement and well-being to make sure that employees have the tools they need and feel taken care of during this crisis.

Barriers and challenges

Many organizations have the tech and possibility to enable employees to work remotely, however, home offices are not for everyone. Especially when this reality was implemented without any notice and for an extended period of time.

Not all employees can be equipped mentally or technologically to work from home. Some employees might not have the appropriate space or set up to work productively at home. This can be anything from not having the correct tools, such as a strong Wi-Fi connection or space to having to balance children or housemates. The simple act of finding office space can be a stress factor.

Now more than ever, employees are looking at their managers for advice and sources of motivation. However, even some of the most experienced managers might find it difficult to lead from a distance. As a blessing in disguise, managers can use this as a learning opportunity by leaning toward other managers that have more experience with remote working or are more naturally equipped to do the job.

Maintaining a healthy work-life balance can be a struggle without a pandemic. Remote workers can struggle with juggling these two, especially with a home filled with distractions making it impossible for them to switch to ‘work mode’.

Working remotely within this crisis can bring many challenges but you can use this as a chance to reimagine the way we work, which can only happen by actively listening, showing empathy and acknowledging employee concerns. 

Communication and clarity are vital

Your employees are working from home, potentially for the first time, potentially with a partner and/or child, mix that with financial stress, the uncertainty of long-term employment and a global pandemic and you find yourself with the perfect recipe for anxiety and stress. It’s a lot to handle.

Humans can power through change but uncertainty brings stress and anxiety. During these times, workers are looking to their managers to lead, even more than governments or other organizations. Your workers need you to communicate clearly with them and they need you to tackle their issues head-on. They need to be informed of the health and goals of the organization. Now more than ever, your entire workforce needs to know what is happening and what they need to focus on, so you can all work together towards one goal.

Once you start sharing, your employees will follow suit. Make sure they feel supported and encourage them to connect with each other so you can keep up morale.

Listen and adapt

Managers need to overcommunicate with their employees to stay connected. Frequent online meetings, remote lunches, and coffee, as well as chit chat, are magnificent ideas. The same goes for online surveys.

At the start of every week, top management can send a survey that starts with a short video greeting or weekly newsletter and a one-pager that updates everyone on the current situation and state of the organization, and most importantly the goals and priorities everyone needs to follow.

→ Check out the template

Your survey should be short but address the six challenges remote workers face:

  • Work-life balance
  • Distractions
  • Lack of sense of belonging
  • Lack of communication
  • Lower reliability and accountability
  • Increased security challenges

The collected feedback can be visualized and analyzed using online reports to get a thorough understanding of not only the current state of the organization but how it develops through time. With aggregated data and online check-ins, managers can actively listen and adapt to the new normal.

We don’t know when we are going back to normal and therefore you should prepare for the following months with a remote workforce. By collecting feedback, you can communicate with your employees, ease their concerns and uncertainty, and stay connected with the state of engagement and well-being amongst them.

How do we stay connected at Enalyzer?

We are more than surveys. With a quick and easy Enalyzer-Airtable integration via Zapier, we decided to create a little spin-off of our employee board and make a remote working edition. Check out our home offices.

Check out the webinar about staying connected with a remote workforce

How Enalyzer helps a film festival triple their efficiency and engage their audience

In 1986, MIX CPH screened six films. This year, that number has increased to 102 films. How would you like…

In 1986, MIX CPH screened six films. This year, that number has increased to 102 films. How would you like to manage that festival?

The MIX CPH team handles everything related to film curation, event planning, and marketing. Their biggest challenge boils down to limited resources. That’s because, for 33 years, MIX CPH has been 100% volunteer-driven and non-profit, so the big question is: how do you keep delivering quality with a limited budget, time and volunteers?

You start enalyzing.

Keeping volunteers happy

As an entirely volunteer-driven festival, MIX CPH puts special focus on the well-being, engagement, and satisfaction of the entire team. They want to ensure that planning Denmark’s third largest film festival is something enjoyable and fulfilling. How do they do it? Surveys, of course! But it wasn’t always that smooth.

“Last year, we sent out a set of questions via email to all the volunteers and they sent their replies to me, which of course I kept confidentially. Why did we do it like this? I don’t know. But needless to say that it’s easier with Enalyzer”

– Sara Sørensen, Head of Volunteers at MIX CPH.

MIX CPH now sends out an anonymous Enalyzer survey to all their volunteers twice a year. They can now compare results from previous periods, for example, their mid-year evaluation results with the end of the year evaluation results.

“With Enalyzer reports, we can see if our decisions are having a positive or negative impact on people’s stress level, workload, engagement, etc. It gives us a clear overview of whether or not we’re meeting our goals and allows us to make smarter decisions for current and future volunteers”

– Sara

Apart from the all-year-round volunteers, MIX CPH recruits volunteers that help with practical stuff during the festival, such as bartending for parties, program distribution, and more. Their evaluations are now being handled via Enalyzer as well.

“We have a high turnover of volunteers which can lead to enormous knowledge drain. Having all this data available in reports can easily paint a picture of things that have worked and not worked in the past, making decision making more informed and easier.”

– Sara

What’s a festival without awards?

MIX CPH decided to run their very popular Audience Award and some competitions on their social media, using Enalyzer!

“We had to drop the Audience Award last year because we didn’t have enough volunteers to handle the voting. With Enalyzer, we created a gorgeous survey and added it to our website and we can gladly say that the Audience Award is back!”

– Gintaras Vagelas, Head of Program

In a couple of minutes, they set up a simple, yet effective, survey and embedded it on their website where their audience could vote for their favorite films. The winners this year was George Michael Freedom: The Director’s Cut.

Removing human error and saving time

MIX CPH works hard to bring the best contemporary LGBTQ+ films to Denmark; this means they have to do extensive research of other film festivals. They also receive multiple daily submissions all year round. So how did they use to handle this?

“We need to know everything about a film: title, available formats, production year, director, production country, and more. Before we started using Enalyzer, those submitting films sent us an email with all the information we needed. The responsible for submissions had to manually type this information in our database – it took forever.”

– Gintaras

So what did the program group do? They found Enalyzer and Zapier.

They set up a submission form using Enalyzer, where directors, producers, distributors, or whoever is submitting their film can fill in the necessary information. They placed the form on their website and social media. Instead of getting emails, all the information they needed was now stored in their Enalyzer accounts. The next step was to set up some Zaps.

Having to enter the data into their database and answering submission emails took too much time, and as volunteers, this is a limited resource. That’s why they set up two Zaps, so when someone submits a film, Zapier automatically creates it in the MIX CPH Airtable database and sends a confirmation email to whoever submitted the film.

“Needless to say that we were all very excited about this solution. Instead of waiting for someone to insert the films, which can sometimes take a couple of days, our database is now continuously updated. We have more time to do what we do best, watch films!”

– Gintaras

Quiz competitions!

“It’s a fun way to give out some nice presents, do some PR for our films and engage our audience.”

– Iris Wenander, Head of PR/Web.

The PR team decided to use the Enalyzer Score Calculator feature to create some fun quiz competitions for their participants! The quiz had fun questions about MIX CPH 2018 film program, which helped create awareness of their films as well as reward their audience with some goodie bags!


What about you? How can you use Enalyzer to increase productivity? Create a FREE account and start enalyzing!

Make an impact with images and videos in your surveys and reports

When most people hear “survey”, they imagine a page or series of pages filled with rating scale questions asking them…

When most people hear “survey”, they imagine a page or series of pages filled with rating scale questions asking them if they strongly agree or disagree. And we can’t blame them. Despite the available technology, most surveys are imitations of the good-old paper questionnaire. Now, don’t get us wrong, for many purposes this format works but don’t underestimate the power of videos and images. Multimedia engages an audience and can contribute to a coherent brand that is more likely to be remembered.

Enalyzer offers many ways to add videos and images to your surveys.

Clickable images

To engage respondents with the subject of your survey, you can present questions in a more colorful and interactive way. With Enalyzer, you can add image choice questions which allow you to add images as response options serving as a great alternative to multiple choice questions.

Interactive rating scales

Instead of a basic scale from 1-7, with Enalyzer, you can have a rating scale that features icons such as stars, smileys, and hearts. If you’re asking respondents to rate movies or a restaurant, they might be more inclined and engaged if they can provide a 5-star rating than just clicking on “I really liked it”.

Videos for better feedback

Questions can benefit from a visual component, actually, adding multimedia to your online surveys can improve your response rate, represent your brand, engage your audience, and more! If you think images can convey complex messages, the power of videos will blow your mind. For example, you can add training videos and test your respondents based on those or you can showcase your branding videos and receive feedback from test groups. With Enalyzer, you can add videos and images as independent elements and match them with one question or a series of questions.

Did you know?

One of the many benefits of adding videos to your survey is that it allows participants to stop and rewind so they can give feedback as they go.

… and for better reports

Make your reports more attractive with images and videos. Adding your company’s logo or an introductory picture can take your report from simple to professional in seconds. You can also make them more interactive with videos, for example, if you added a video showing your website when surveying respondents, you can add the same video to your report, so report readers can understand the context of the feedback they’re about to read.

Bonus info: think first impressions

Before respondents read an introduction to your survey or any of your questions, they will see your invitation and survey design. These are just as important as everything else. With Enalyzer, you can create nice, clean and uncluttered survey invitations and reminders. You can also make your surveys look professional and stand out with background images, logos, colors, and fonts. With the design possibilities, you can create professional looking surveys with Enalyzer that make a lasting impression. These will engage your audience from the start, ensuring a higher probability of your respondents completing your survey. Enalyzer is 100% responsive, which means it adapts to any and all screen sizes, this includes your logo and any multimedia you’ve added to your survey.

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Stay alert with immediate notifications on incoming responses to your survey

With Enalyzer’s categories and notifications, you can tag responses and receive email notifications when incoming responses match your criteria. This…

With Enalyzer’s categories and notifications, you can tag responses and receive email notifications when incoming responses match your criteria. This way, you can stay on top of incoming responses and react to them immediately. Does this sound useful but abstract? Well, it doesn’t have to be. To help you make better decisions, we’ve compiled 3 useful examples that you can use as inspiration.

Customer satisfaction score (CSAT)

CSAT is a broad term that encompasses various types of methods and survey questions to assess the satisfaction level customers have of your product/service or interaction with your company. Depending on your goals and objectives, your customer satisfaction survey can range from a single question, a set of questions, or a long survey. Nevertheless, the following question, or a similar one, should always be included:

“How would you describe your overall satisfaction with this product?”

Once you’ve done that, depending on your chosen scale, you can categorize your respondents into supporters, neutrals, and critics. You can activate notifications for the supporter and critic categories and be alerted on the incoming responses that match this criteria. In other words, from then on, you’ll get email notifications whenever a customer is satisfied or dissatisfied with your service/product and contact them instantly.



Expense reimbursement

When employees spend their own hard earned cash on business-related expenses, they have to be reimbursed. Didn’t you know that? Awkward… Anyway, this can include business travels, lunches and/or transport. Many companies have an Excel template that employees have to use every time they need to be reimbursed, however, with Enalyzer you can make this easier for everyone involved. As the HR responsible, set up a reimbursement survey where you ask about the type of expense, employee details and an expense amount. Once you’ve done this, set up a category based on the expense type to keep a tidy overview. Enable email notifications and you’ll know when someone needs to be reimbursed. No more Excel. You’re welcome.

Répondez s’il vous plaît

You are planning an event, for example, your birthday and you’d like to know who is coming and if they’re bringing +1s, so you naturally set up a quick survey to handle the RSVPs. Divide your guests into three categories, those that are attending, those bringing +1s and those who are not attending. Once you’ve done that, you can enable email notifications on all or some of the categories and keep up with your growing guest list!

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Automize your entire HR process and increase engagement with Enalyzer

What if we told you that with Enalyzer’s surveys and reports you can implement and track your employee experience in a…

What if we told you that with Enalyzer’s surveys and reports you can implement and track your employee experience in a cost-effective way? Before we get into it, let’s talk about why it’s important.

Companies with a strong base of loyal customers have one thing in common: highly engaged employees. If your employees are engaged, they will perform at every level, delivering a better product and customer service to your customers. In short: customer experience is a direct result of your employee experience. That’s it, we just thought you should know that our job here is done. Thank you and goodnight!

Just kidding. Employee engagement is becoming increasingly complex and there’s a need for new tools and processes in order to improve it. Unfortunately, there’s sometimes a discrepancy between employee’s wants and needs and HR objectives. Many HR leaders have not made employee experience a priority and even when they do, they do not have the tools available to execute it. To throw salt on the wound, the job isn’t getting any easier. Organizations are quickly switching to team-based structures, making the employee experience more important but also more complex for HR to monitor and improve.

Sounds complicated but it is far from impossible. Actually, by connecting Enalyzer with the multitude of tools available today, you can create an engaging environment for everyone.

Meet your new allies: Enalyzer and Zapier

Introducing the perfect combo: Enalyzer, Zapier, and 1000+ apps. Enalyzer is an excellent tool for collecting and analyzing data, helping you know better and make better decisions. Your employee experience should meet your employees’ wants and needs and you can’t do that without collecting and analyzing their feedback.

Zapier is a web automation tool that connects Enalyzer with 1000+ apps. This means you can connect Enalyzer with the apps you and your employees use every day and automize everything. Win meet win.

The employee lifecycle

The employee lifecycle (ELC) is one of the most used HR models and can be used to identify the different stages in an employee’s career to help guide management. The stages are attraction, recruitment, onboarding, development, retention, and separation.


The ELC does not equal employee experience, but rather is part of it. So use it as a template to assess key touchpoints, but always remember that employee experience is the responsibility of leaders and it is always present.

Now that you are equipped with your new powerful allies, you can optimize and automate almost everything about the cycle, making your life and those of your employee’s easier. We’ve broken down the different stages of the ELC and given you some examples for you to get started right away. These are just a few examples of the millions of combinations you can make with Enalyzer, so if you’re app isn’t there, simply head over to Zapier to find more!


Optimize the application and hiring process

When it comes to recruitment there are two groups you need to think about, employees in charge of the recruiting process and the new recruits. Did you know that on average, 250 resumes are sent for a corporate application? With Enalyzer, you can have applicants upload their resumes to your survey and have it all in one place. With Zapier, you can transfer their applications to a project management app and use your time selecting the right person for the job. For example, by transferring your applications from Enalyzer to Trello via Zapier, you can create an easy-to-use recruitment board as seen below.

Plan for future recruitment

We’ve all been there, there’s a great applicant but they’re not fit for the position and you make a mental note to write to them once a new position opens… but it never happens. Instead, collect all the emails addresses with Enalyzer and automatically add them to a mailing list using Zapier. Once a new position opens, let them know!

Start off on the right foot

Give them a warm welcome. Enalyzer is more than surveys, you can easily make an interactive welcome message that thanks to Zapier can be automatically sent to new hires once they’re added to your HR administration app.


Make introductions less awkward

Employee onboarding should always be a focus, the faster you get them up to speed the quicker they can be a productive member of your organization. Plus, if you don’t have a plan for onboarding, you risk losing new employees. Remember: effective onboarding saves money and builds loyalty.

It’s your first day and you get introduced to the entire office and somehow you’re not only supposed to remember their names and faces but also what they do… no pressure. Collect information from everyone at the office with a quick Enalyzer survey and transfer the information with Zapier to create a company directory that will massively reduce the awkward “what was her name again?” situations. With 76% of new hires feeling socialization is most important, this smart integration can easily increase engagement.

Check the pulse of new hires

How do you know if your onboarding program is working? By asking your employees. Create a pulse survey on the onboarding processes that you can send to new hires, do this at frequent intervals using this Zap, e.g. once every two weeks or once a month. Analyze your results and improve your program using Enalyzer’s reporting tool. Remember to also have face-to-face meetings with them based on the feedback they’ve provided.


Assess your team’s development

Showing your employees that you care and encourage their development can do wonders for their engagement and productivity since it boosts morale while gives them the tools to deliver. Enalyzer makes it easy to assess your team’s knowledge. By sending regular test surveys, you can analyze the data in Enalyzer and identify trends of areas that need improving. With Zapier, you can get an overview of their answers via email or a messaging app and keep a well-organized overview.


Constant feedback through pulse surveys

Losing an employee is bad for business. Research consistently finds that employee retention is the key to maintaining know-how and increasing morale, customer satisfaction, and sales. Constantly measure morale and ask for employee feedback, since they need to know that not because they’re not new anymore they’re not appreciated. Build a pulse survey and analyze the feedback using Enalyzer. Zapier makes it easy to send pulse surveys regularly. Remember that retention needs action, so always follow-up!


Ask why

Employees leave and you have to accept that, but don’t let their knowledge leave with them. They may leave for a multitude of reasons, lack of advancement options, mismanagement, and general job dissatisfaction. Exit surveys give you the feedback you need to ensure current, valuable employees don’t leave. Use this Zap to send automatic exit surveys to those employees that are leaving the company. Use Enalyzer to analyze all the feedback you get and optimize the experience for current employees.


Attraction is known as the first stage of the ELC, which is silly because the model is a circular process and not a linear one… but I digress. The attraction stage refers to the power your brand has to, funny enough, attract people. It doesn’t matter how great your product or service is, if you can’t attract talent you will fail over time. The attraction stage takes place all the time since it refers to your employer brand, which is being perceived as a great workplace by everyone, current and former employees, stakeholders, your neighbor – you get the picture.

Implementing some, if not all, the aforementioned processes will contribute to your company’s employer brand. It will send an image to those inside and outside your company that you care for employees and their well-being. For example, if someone doesn’t get hired while you’re recruiting but gets a sense that her application was treated properly and professionally and even gets a email with open positions in the future, she will attach good feelings and opinions to your company.

→ Automate everything with Enalyzer and Zapier

The evolution of employee experience

Generally, HR departments focus on issues such as engagement, career development, rewards, etc. separately. These programs have their own set of tools for measuring, monitoring and assessing. However, these different factors are all part of a bigger concept – employee experience. Employee experience sees all aspects of the employee’s satisfaction, engagement and wellness as being interconnected. But how did we get here?

As with everything, the business world evolves and changes. Today, we are seeing a shift from organizational priorities towards a people-centric approach that puts emphasis on experiences. Decades ago, the relationship between employer and employee was straightforward. Employers needed employees and employees had bills to pay and certain skills to offer. Therefore, the focus was on functionality – the employee needed the adequate tools to carry out her work. Bringing up “out there” ideas such as flexible working arrangements would’ve gotten you laughed out the door. Don’t take our word for it, ask your grandparents.

Employers moved on to focus on productivity, however, once technology came into the picture and started optimizing productivity, employers now found themselves focusing on engagement. This shift made the relationship between employer and employee a two-way street, and employers found themselves emphasizing on what the organizations could do for employers.

Which brings up to today, where the buzz word is employee experience. Employees are unable to compartmentalize their experiences and therefore, their experience with your organization entails everything from culture to physical environments.

→ Want us to automate everything for you? Get in touch!

Unleash the power of your Net Promoter Score® with time series

Net Promoter Score®, we’ve talked about it before, and you know what? We’re doing again! Why? Because NPS, when used…

Net Promoter Score®, we’ve talked about it before, and you know what? We’re doing again! Why? Because NPS, when used right, is a powerful tool for any business and organization. But first, let’s recap.

What is it? NPS is a metric developed in 1993 by Fred Reichheld as a way to measure customer loyalty.

How does it work? NPS is based on a single and simple question: “How likely is it that you would recommend this [company/product/service] to a friend or colleague?” However, we recommend you add an open answer question. This way you allow respondents to elaborate on whatever score they’ve given you and it helps you take action!

How is the score calculated? The NPS ranges from -100 to 100 and it can be seen as a report card for your company, product or service, grading the overall customer experience. Respondents are segmented into three groups according to the rating they gave:

Promoters (score 9 – 10) are loyal and will recommend you to their networks. They are your ambassadors and are therefore more likely to remain customers and increase their purchases over time.

Passives (score 7 – 8) are satisfied for now but your company, product and/or service didn’t leave a lasting or permanent impact. They won’t vouch for you but may mention you within the right context.

Detractors (score 0- 6) are not happy! They will actively spread negative word-of-mouth and tend to be louder (and scarier) than promoters.

What does the score mean?

We find that people often wonder what their score means and how to deal with it. Well, the NPS is the percentage of promoters minus the percentage of detractors, therefore a positive score means you have more promoters than detractors and vice versa. To increase your NPS, you have to boost the percentage of Promoters by reducing Passives and Detractors. This gives you a straightforward metric that you can share with your employees and use as a motivation tool to provide the best customer experience possible.

Nevertheless, if you want to turn your insights into action you should start digging deeper into your NPS. The real value of your NPS is revealed when you start tracking it over time, therefore it’s imperative that you send out NPS surveys after critical touch points, allowing you to identify trends and figuring out what works and what doesn’t.

Identify trends

The trend of your NPS is more important than the score itself. Customer attitudes change constantly and they may depend on various factors, you want to be able to understand and identify NPS trends and make strategies accordingly. For example, a healthy trend would be to see an increase in Promoters among those customers that have been with you the longest. If this is not the case, you might be running the risk of losing long-term customers, meaning that you need to pay close attention to the open-ended feedback and identify the factors that are causing this trend.

Pro tip: Send your NPS survey immediately after the customer has been in contact with your company, product or service. For example, right after customer support solves their query.

Quantify effects of changes to your product or service

By tracking your NPS over time, you can quantify whether changes you make to your product or service affect the customer experience. This enables you to figure out what works and what doesn’t and allows you to address concerns immediately. For example, if your customers are experiencing bugs related to a recent feature release, this might reflect negatively on your customer’s support NPS. Tracking your NPS will reflect this and show that the problem is not necessarily related to your support agents but to the unexpected bugs. Consequently, your strategy will be focused on improving feature releases instead of wasting resources in adding support agents.

With Enalyzer, you can use time series charts to track your NPS over time and get a clear overview of your customer segments. Enalyzer reports show real-time updated data, allowing you to act immediately to your customer’s feedback and therefore improve the customer experience you provide.

→ Start tracking!

Making better estimates: how to deal with sample uncertainty

Every measurement is subject to some uncertainty but sometimes researchers tend to forget this. A common mistake researchers usually make…

Every measurement is subject to some uncertainty but sometimes researchers tend to forget this. A common mistake researchers usually make when interpreting results is ignoring the uncertainty of samples, which leads to decisions based on wrong data interpretations. To make sure we’re all on the same page, let’s start with the basics.

What are samples and what do we use them for?

Market researchers and analysts are usually interested in obtaining knowledge from a certain population, e.g. all employees in an organization. Getting data from the entire population would be ideal, however, this might be impossible to obtain for various reasons, the most common ones being time and money. Instead, researchers use a sample of that specific population. The common approach is to run statistics on the specific sample and use the results as “estimates” for the entire population.

Now that we got that covered, let’s move on to an example

Pure Digital is a marketing agency and they have a customer base of 10.000 customers. They want their customers to rate their satisfaction of the marketing services Pure Digital provides. To do so, they create a one question survey and send it to a subset of 300 customers on a yearly basis.

→ Check it out 

Based on the data collected from these 300 customers, Pure Digital calculates an average satisfaction score for each year:

Here’s where the common mistake happens. Researchers and analysts tend to look at the above and conclude that customer satisfaction is deteriorating. But is it? No, it’s not.

The problem

This conclusion is based on the assumption that 3.8 in the sample represents 3.8 in the total population (and in the previous years, the same is true for the average satisfaction of 4.2). This is not correct! If a different sample had been taken, the average satisfaction might have been the same or entirely different. In the above example, Pure Digital got, entirely by chance, some more or less dissatisfied customers into the sample that influenced the average rating. Thus, concluding that the satisfaction score, based on the sample, is a good indication of how satisfied the 300 customers are. What the market researcher didn’t do, is take into account the inherent uncertainty with regard to the satisfaction scores.

The consequences

If you don’t consider this uncertainty, you might end up overreacting or under-reacting. For example, let’s assume that all 10.000 customers are satisfied on average at 4.2 (while the sample tells us 3.8). What would the conclusion then be? Well, here, we mistakenly conclude that our company is not performing successfully when in fact we are doing well. However, if all customers have an average satisfaction level of 3.6 (and the sample still says 3.8) then we might think that we’re not doing as bad as we actually are.

In short, if we assume that a statistic such as an average from a sample is the same in the total population, we make mistakes. Mistakes that can potentially be costly and time-consuming.

The solution

In statistics, the average of a sample would be referred to as a point estimate. A point estimate by itself might be a good start but it doesn’t provide any information about how “good” this estimate is – it doesn’t take into account the uncertainty.

To get an idea of the error that we might have because we have a sample and not the total population, we can use confidence intervals, aka, range estimates. Contrary to point estimates, a range estimate provides a whole range of potential population estimates that are likely to be true.

The correct interpretation of data

For the example above, instead of assuming that the 3.8 average of the sample can be generalized to the total population, Pure Digital should compute the confidence interval and base their decision-making on a statement that says “we can be 95% confident that the true population average ranges between 3.8 and 4.2.

We started with a simple point estimate (satisfaction of all customers is 3.8) to a range estimate (it is quite likely – 95% – that satisfaction ranges between 3.8 and 4.2). The difference here is vital because it directly affects decisions. In this case, we could conclude that the difference between 4.2 and the quite likely 4.0 of this year is not big enough for Pure Digital to engage into redesigning the marketing services they offer.

In conclusion, by taking random samples and computing range estimates instead of point estimates, we acknowledge that our estimate of the population is to some degree uncertain and we are better equipped to avoid costly under- or overreactions.

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6+ ways to enalyze

1. Improve customer relationships Whether it’s friends or customers, relationships are important and they need work and attention, but who…

1. Improve customer relationships
Whether it’s friends or customers, relationships are important and they need work and attention, but who said it has to be hard? That’s a rhetorical question since apparently everyone thinks it’s hard. Well, we don’t think so and that’s why our experts created the customer loyalty template. It’ll help you understand your customers’ experience with your organization and allow you to identify where you need to work harder and where you’re succeeding.

2. Ask customers why they left
Nobody likes rejection but it happens. We understand the urge to grab a glass of wine and sulk the day away after losing a customer. As appealing as that sounds, we have a more productive option; ask the customer why they left. Use their feedback to make improvements for your current and future customers. You can quickly get started with our customer exit template and when you’re done, reward yourself with a glass of wine.

3. Take care of employees
As employers, you want to make sure your employees are happy, motivated and engaged but let’s face it, people would rather share pictures of their recent trip to Bali with the world than their honest opinion with their bosses. So, what can you do? We already talked about this, but the gist is that we recommend anonymous surveys to gather honest employee feedback. You can use our employee engagement template, it’ll only take a few clicks!


4. Listen to work newbies
Starting a new job can be scary and daunting, maybe even slightly awkward. That’s why employers should do whatever they can to ensure new employees are properly and professionally welcomed to the organization. However, have you considered the fact that we all have blind spots and you could be overlooking something? Instead of wondering what it could be, you can ask the new employees! We recommend our employee entry templates that focus on the first 30 and the first 100 days of the new job.

5. Plan your next party
All work and no play makes for a boring life, isn’t that how the line goes? It’s important to blow off some steam once in a while. With that in mind, we refuse the idea that party planning should feel like work, which led us to create two templates for you; event planning and summer party. Combine them or use them individually, they’ll cover RSVP, dietary preferences, who brings what, and loads more.

6. Put hypotheses to the test
Surveys are a great way to test hypotheses about attitudes and behaviors in regards to anything; education, markets, politics, you name it! When used correctly, online surveys can be a powerful tool for academic research. You might not need them since research is topic specific, nevertheless, our experts did the reading for you and created several survey templates based on academic articles on branding, service quality, product design and more!

+ Don’t limit yourself
The Enalyzer research team has created more templates just for you and no matter the template you choose, you can use it as is or customize it to fit your needs. We also invite you to create your own survey from scratch and believe it or not, you can share your survey as a template to your friends!

Happy enalyzing!

Employee feedback, should it be anonymous?

Well, that’s a loaded question for a Monday. But sure, let me grab some coffee and let’s get right into…

Well, that’s a loaded question for a Monday. But sure, let me grab some coffee and let’s get right into it!

Ok, so before we start, we need to recognize that employee feedback is vital for personal and professional growth. Think about it, your employees spend a lot of time on the job, according to Happiness at Work it’s about 90,000 hours… that’s a lot of hours. Understanding how they are doing and making sure to provide an environment where they can thrive ensures they grow as people and they engage in company goals and objectives.

With that settled, it is now important for you to identify what systems and solutions to use in order to collect employee feedback. There are different methods, such as suggestion boxes, feedback coaches, and surveys. You want to look for a combination of methods that are understood and accepted by your employees since this will get you as much feedback as possible, but most importantly you need a system that ensures honest feedback.

Which brings us to your original question… should employee feedback be anonymous?

We live in an age of sharing, which means people are comfortable with sharing pictures of their pets, opinions on movies and selfies upon selfies. Some people might even call this oversharing but at Enalyzer we don’t judge – you do you! Nevertheless, for some reason which most of us can relate to, being open and honest with your boss still feels risky, which is why anonymity is important.

There are many that disagree and believe that fostering a culture of honesty and openness is the best way to go since you can ask employees to expand on answers, reach solutions together and award employees for constructive feedback. This is all true, but the most popular and effective tool to gather employee feedback is surveys, and realistically speaking, you will not get honest answers (or any at all) if you can’t guarantee anonymity.

Anonymous surveys can help you get started in creating a culture of honesty and they are a powerful tool when used properly. Employees will share their true thoughts and suggestions when they don’t fear retaliation, and by constantly acting upon the feedback you receive they will feel heard. Yes, it’s one of those win-win situations we all love.

Anonymity with Enalyzer

We are big advocates of anonymous employee surveys (if you couldn’t already tell), so we’ve designed a tool that ensures complete anonymity. As with many other tools, you can make your survey anonymous which means personal information on the respondents won’t be gathered or stored, but anonymous surveys are more than that.

Your respondents need to be confident that your survey will be conducted and processed in a manner that guarantees their absolute anonymity and this can be tricky with online surveys. Why is that? Well, sharing a report based on a survey with a low level of responses can compromise your respondents’ anonymity – but we took care of that.


With Enalyzer you can apply an anonymity level to your reports and charts, which will hide data until that level is reached. So, if you set your level to 5, all those your share your charts and reports with will not be able to see the responses until more than 5 respondents have answered the survey.


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