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Employee engagement surveys

Next quarter, fix what your people ranked first.

In about three weeks, Ranx shows you what your people value most and what to fix first. Your leaders choose the improvements and name an owner for each. Your next survey shows whether they worked.

See how it works Start with a playbook
162
invited
122
responded
75.3%
response rate
67.1
Net Ranx score, out of 100
Decivium Quarterly Engagement Pulse Q2 2026 · sample company, made-up data
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Listen

Put these in order of their importance to you.

  1. Career Growth and Development
  2. Job Satisfaction
  3. Manager Effectiveness
  4. Leadership and Future Outlook

Decivium's 122 respondents weighted Career Growth and Development highest. Try the ranking step

Rank
What people said matters most 122 responses · shares of 100%
32.8%31.5%21.2%14.5%

Fix first · priority score

  1. 1
    Career Growth and Development
    12.1
  2. 2
    Job Satisfaction
    10.0
Lift Biggest team gain since Q1: Data Advisory +2.9

What changes with Ranx

Your first year, in the product you'll actually use.

Each quarter ends with something done, and the next one builds on it. Every screen below is real Ranx from our sample company: click one to try that step, no sign-up.

Net Ranx is one 0–100 score, weighted by what matters to your people. Values here are illustrative.

Every quarter runs the same loop: Listen, Rank, Drivers, Act, Lift. See how the loop works

  1. Your 90-day pilot
    Quarter 1
    Know what to fix first. Ranx Rank: Career Growth is the first fix, with its priority, importance and status.

    Your people rank what matters to them. Ranx turns it into the first fix, with the evidence behind it.

    • Day 21Ranked list
    • Day 30Owners
    • Day 75Review
    • Day 90Next round
    See the day-by-day plan
  2. Quarter 2
    Choose the fixes. Ranx Act: the seven-document implementation pack for quarterly career-growth conversations.

    Leaders choose initiatives for what people ranked. Each owner gets a ready-to-use pack: guides, plans, and a deck.

    See what an owner gets
  3. Quarter 3
    See what moved. Ranx Lift: trust in leadership up 1.2 points and manager effectiveness up 0.6 points.

    Lift shows what changed after each initiative, area by area, so you know what to keep.

    Try it in the demo
  4. Quarter 4
    Take it to leadership. The sample executive presentation: its cover with two slides behind it.

    A leadership-ready deck from your own results: the evidence, the options, and the decision.

    See the sample deck (PDF)
Start your 90-day pilot Walk through the sample company

Half price for the first three months. Cancel any time before day 91.

Why ranking Weighted by your people, not by us.

Each person ranks what matters most before rating anything, and their ranking sets their own weights: rank-order centroid weights, a published decision-analysis method (Barron & Barrett, 1996). Topics and questions arrive in a freshly shuffled order for each person.

See the math
Small groups stay hidden No one is singled out.

Employee results never show for a group with fewer than 5 responses, and you can raise that minimum. Each leader sees only their own part of the organization, and a minimum promised to respondents can only go up.

How we protect people
From the founder
“Most engagement surveys end with a page of averages and maybe a leadership debate about where to start. I built Ranx so your people's ranking settles the debate, and so the decision to act is supported by outcomes-focused initiatives and a clear plan on how and what to measure next to see where you improved.”
Chris Landon Chris LandonFounder, Ranx
Book 20 minutes with me

Act and Lift: included in Business and Enterprise; Act and Lift Essentials add-on on Pro. On other plans, keep the owners and dates in your own tracker.

Ready-made programs

Start with a proven program, not a blank survey.

Each playbook comes with the questions, who to ask, and the reports and action plans that follow, so your team can start right away.

EX Quarterly Engagement Pulse Choose where to focus your next quarter of employee improvements.EX Manager Effectiveness Pulse Find where managers need support and development.EX 30-Day Onboarding Check-In Find what new hires need after their first month.EX Frontline Burnout Pulse Find what would make frontline work more sustainable.EX Annual Benefits Prioritization Decide which benefits to invest in, improve or protect.CX Public Product Feedback Pulse Decide what to improve using feedback from a public link.
Browse playbooks See audience setup

No sign-up needed

Walk through a sample company, from survey to results.

Decivium is a made-up company with sample data. Explore every step of Ranx, from the survey to the follow-up, without talking to sales or seeing anyone's real data.

Open the Decivium demoSee the executive presentation (PDF)
No black box

Every number shows its work.

Rankings and results come from straightforward math you can check, traced back to the actual responses.

Start with a playbook

A proven program in a box.

People leaders can start with engagement, manager effectiveness, onboarding, burnout, exit, or benefits. Consultants can run the same playbooks across clients without rebuilding the survey each time.

Browse playbooks Open any playbook and take it as a respondent. Start a 90-day pilot Half price for the first three months. Cancel any time before day 91. See how a pilot runs Who to invite, what to set up, and the first week, day by day. Trust the guardrails Privacy settings, data protection terms, and security.
Built for employee data

You set a minimum group size. Smaller groups stay hidden so no one can be singled out.

AI assists, never decides

Rankings come from math you can check. AI helps explain the results, and people make the decisions.

Action support, not HR advice

Ranx informs, ranks, and recommends. Your organization decides what to do.

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