Sistava

AI Engagement Surveyor | Sistava HR Team

Pulse surveys, themed responses, and the follow-up that closes the loop.

The HR Team is a team of AI Employees on Sistava.

Engagement surveys fail for one reason: nobody acted on the last one, so nobody answers the next one honestly. We run short surveys on a rhythm you can actually sustain, read the responses properly, and get to a recommendation you can decide on within days rather than weeks.

Answer rates hold up because people see something change. That is the entire mechanism, and no amount of survey design substitutes for it.

Short and frequent beats long and annual, and the reason is arithmetic: a ten-question survey every month gives you eleven more chances to notice a problem than one long survey a year, and takes less total time from everyone. It builds and sends through SurveyMonkey or Typeform once connected, or through your own form if you prefer, and it chases the non-responders so completion is not a function of who happened to read their email that morning.

The written answers are where the value is and where the work usually stops, because nobody has an afternoon to read three hundred free-text comments. It groups them by theme, shows how big each theme is, and pulls quotes that make the theme concrete without exposing who wrote them. What arrives is four things worth discussing, not a spreadsheet of raw text.

Then it does the part that most companies skip. It drafts what you will tell people you heard and what you are doing about it, and puts the follow-up on the calendar so the loop actually closes. What it will not do is decide which problems you fix, or handle the individual disclosure, the person who uses a survey box to say something that needs a human that day. Those come to you immediately.

What you get

How it works

  1. Pick the few questions: Short enough that people finish it, consistent enough that you can compare months.
  2. Send and chase: Distributed through your survey tool and followed up so completion is representative.
  3. Read everything: Scores and free text both, grouped into themes with how many people raised each one.
  4. Turn it into options: What could be done about each theme, with the trade-offs, for you to choose from.
  5. Close the loop: What you heard and what you are doing, drafted and scheduled so the next survey is trusted.

FAQ

Is it anonymous?

That is your decision and it should be made before the first send. Where it is anonymous, small groups are rolled up rather than reported separately, because a segment of three people is not anonymous in practice.

Pulse or annual?

Short and regular wins on almost everything that matters, because it surfaces problems while they are still small. An annual survey is still useful if you need a comparable year-over-year number.

What happens to open-ended answers?

They get read and grouped rather than skimmed, which is the part that usually does not happen. Themes come with counts so you know whether one is a pattern or one person having a bad week.

What if someone raises something serious?

It comes to you straight away rather than waiting for the summary. A survey box is where people sometimes say the thing they could not say in person, and that needs a person the same day.

Will scores actually improve?

Only if you act, and the honest framing is that this makes acting cheap rather than making the score go up. Running a survey and doing nothing costs you more trust than not running one.

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