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.
67.1
4 categories scored
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See a company go from survey to results.
Decivium is a sample company with made-up data. Follow it through every step: Listen, Rank, Drivers, Act, and Lift, then back to the next survey.
Sample data only. 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.
-15
Promoters 14.8% ยท Detractors 29.5%
The share of invited people who answered: 122 of 162.
75.3%
122/162 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.
80.2%
130/162 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
Career Growth and Development
Matters most to people, and scores lowest of the four areas.
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.
Rank
A clear answer on what to fix first, not a page of averages.
Ranx combines how people rated each area with how much it matters to them. The result is a ranked list: the areas that matter most and score lowest come first.
The top bar shows how much each area matters to people; together they make 100. The bottom bar shows how much of that each area actually scored. The empty space is the room left to improve.
How much it matters i
Shares of 100%
32.8%
31.5%
21.2%
14.5%
How much it scored i
Adds up to the overall score of 67.1
20.7
21.4
14.8
10.2
Career Growth and Development
Job Satisfaction
Manager Effectiveness
Leadership and Future Outlook
Career Growth is the first fix.
It matters most to people, has the most room to improve, and the results are clear enough to act on.
- Priority
- 12.1
- Importance
- 32.8%
- Status
- Ready
Farther right means higher priority. Higher up means the results are clearer: more people answered and they largely agree.
Priority vs. how clear the results are i
See all prioritiesStart in the upper-right.
1 Career Growth and Development Ready to act
2 Job Satisfaction Ready to act
3 Manager Effectiveness Ready to act
4 Leadership and Future Outlook Monitor
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 in a day, not a 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.