In production across more than 40 countries
Stop doing Employee Engagement Surveys like it’s 2012
A score tells you engagement dropped. Lontra asks why, and turns the answers into themes, examples and manager briefs.
Send opens sign-up. Free to start, 30 conversations included, no card.
Your survey tells you where it hurts. It can’t ask why.
Lontra talks with each employee about what sits behind the score, then writes up what teams need and what to do first. In people’s own words, by department and by role. Not another survey.
Where you are
You are not short of data
Two thousand responses and a heatmap by department. Four thousand comments in a spreadsheet nobody has opened since the deck.
“Manager support” is down 0.4 in Customer Service. Six managers, four hundred people. Which conversation do you have first?
Engagement
3.8
eNPS
+12
Action plan
pendingBy department
2,000 responses
Free-text comments
4,000 · never reopened
The action plan says “improve communication”. It said that last year.
The work
The part no one has time for
A score tells you where to look. Someone still has to go and ask four hundred people and come back with what it means. That is what Lontra does.
asks each person what happened and what would help, reads every conversation, and comes back with the handful of things people are describing and which teams describe them.
gets what their team wants raised, with the question to ask and the commitment to follow up at the next 1:1.
get the picture across departments.
The person
It’s fine.
Lontra
What is fine, precisely?
The person
The schedule. Saturdays, mostly.
Illustration
The output
What comes back
Customer Service
Fictional exampleShift schedule, three teams.
Changed in June; people describe finding out the day before.
New ticketing tool.
“Nobody trained us, I asked the person next to me.”
One team describes 1:1s that stopped in March. The manager describes the same thing.
Where to start: the schedule. Three teams raised it without being asked.
Each person sees what goes to their own manager before it goes. You see themes from five people up. No names, no transcript.
The sequence
How it works
Pick the question and the people. Everyone, or the department that went red.
Each person talks with Lontra, typed or dictated, when it suits them. It says what it is and who sees what; they can skip anything.
You get the themes and a first thing to do.
Next round, it asks whether the schedule changed.
Both, not either
Keep the survey
It gives you a comparable score, year on year. Run it in October for the trend line. Run Lontra on the department that went red in November, when you need to know what to do.
October
The survey
The trend line, year on year.
November
Lontra
On the department that went red.
Proof
100,000
employees, in more than 40 countries. Lontra runs in production at an international retail group.
What HR leaders said when they saw it
This back-and-forth between managers and their people, there isn’t enough of it today. That is what I liked.
We are trying to build out so many trainings for managers, and it’s just the two of us. You just created a training within minutes, and it could even capture our style.
Reactions after a live demonstration. Roles are real, names withheld.
Trust
What each person sees
Each person sees what is shared before it is shared.
Managers don’t see transcripts.
HR sees themes from five people up, no names.
Nobody is scored.
It works from the words people type or dictate; tone of voice isn’t analysed.
Run Lontra on the department that went red.
Start freeFree to start, 30 conversations included, no card.