I can manage the work expected of me.
Workload is the strongest area for follow-up in this example. Begin with a conversation about competing commitments.
A place to startReview the team’s commitments and agree what can wait.
Surveys & engagement · October PeopleListen closely.
Listen closely.
Know where to start.
Run pulse, engagement, onboarding and exit surveys. Explore response patterns and themes, then give the team a practical place to begin the follow-up.
From a question to a conversation that matters.Workload · The question behind the score
September pulse · Example group results
42 responsesGroup-level viewWhat people are telling you.
Example scores and questions · No individual responses shown
- 5
- respondents minimum before any anonymous segment is shown
- 14
- templates, from engagement to stay interviews
- Voice + languages
- so more people can answer comfortably
- Import
- past survey results to compare against
Who it’s for
Asking is easy. Acting on the answers is the hard part.
Most organisations already run surveys. The trouble starts after they close. These are the situations we hear about most.
A leadership team after a hard year
A restructure, a merger or a difficult round of changes.
The need
“The board wants to know how people are really feeling. Our last survey was in a different tool, 18 months ago.”
How October helps
Import earlier results from a spreadsheet, one row per respondent, and map each column to a question. Run the new survey and compare sentiment with the last one.
An HR team whose surveys go nowhere
Good response rates once. Falling every time since.
The need
“We made a slide deck, nothing changed, and now people have stopped answering.”
How October helps
An AI summary sets out highlights, concerns and recommendations. A concern matrix shows which issues are serious but quick to fix, so each leader leaves with a place to start.
Small teams worried about anonymity
Departments of five or six where everyone knows each other.
The need
“In a team this size, people assume we can work out who said what.”
How October helps
Anonymous surveys store no names. Any group with fewer than five respondents is left out of filters, heatmaps and eNPS breakdowns, and anonymity can’t be switched off once the survey is live.
Frontline and multilingual workforces
Shift workers, sites and people who rarely use a laptop.
The need
“Half our people don’t sit at a desk, and English isn’t everyone’s first language.”
How October helps
Offer the survey in more than one language and let people answer out loud with voice. Labelled guest links reach contractors and site teams without an account.
Why listening stalls
Plenty of data. Too little follow-up.
TodayResults arrive as a deck weeks after the survey closed, when the moment to act has passed.
With OctoberResults update as responses come in, with an AI summary of themes, concerns and recommendations.
TodayEvery team gets the company average, so no leader feels it is about them.
With OctoberA heatmap scores each topic by department or any data-collection answer, so each leader sees their own picture.
TodayPeople hold back because they are not sure their answers are anonymous.
With OctoberAnonymous responses carry no name, and any group under five respondents is hidden from every breakdown.
TodayEach survey stands alone, so nobody can say whether things got better.
With OctoberCompare sentiment with an earlier survey, including results imported from your previous tool.
Inside surveys
From the first question to the first conversation.
Build a survey people will actually answer, see what they are telling you and decide where to begin.
Build
Start from a template. Make it yours.
Choose from 14 templates, including engagement, eNPS, manager effectiveness, onboarding, exit and stay interviews, or start from scratch. Mix Likert, eNPS and free-text questions, and add data-collection questions, such as site or role, to slice the results later.
- Send to everyone, a department or chosen people
- Voice answers and more than one language
- Guest links for contractors, candidates and clients
Employee Engagement templateAll employees · 412
01I would recommend this company as a place to work.eNPS 0–10
02My workload is manageable most weeks.Likert 1–5
03I trust the decisions of senior leadership.Likert 1–5
04Which site do you work at?Data collection
05What one thing would make work better?Free text
AnonymousSecond languageVoice answersGuest link · Contractors
Understand
See every team’s picture, safely.
The segment heatmap scores each topic out of 100 for every department, guest link or data-collection answer. Small groups are suppressed automatically, so you can explore freely without exposing anyone.
- Heatmaps by department or custom segment
- Filter results by any answer
- Small groups hidden in every view
DepartmentWorkloadManagerLeadershipGrowthFinance72846861Operations41705248Sales66797470Contact centre58634955Legal<5<5<5<5
Legal is hidden. Fewer than 5 people responded, so their scores are left out of every breakdown and filter.
Decide
Know where to spend attention first.
October reads the free-text answers and summarises themes, key quotes, highlights and concerns. Each concern is placed by severity and effort, so the quick wins stand out from the long projects.
- Executive summary and recommendations
- Themes, key quotes and tensions in the data
- Concern matrix: severity against effort
Quick winsBig betsEasy wins · low priorityLater1234
Low effortSeverity × effortHigh effort
1Overtime in Operations is not planned aheadHigh severity · low effort · 41 mentions
2Unclear reasons behind the restructureHigh severity · high effort · 57 mentions
3Slow laptop replacementsMedium severity · low effort · 19 mentions
Track
eNPS that tells you who and why.
Break eNPS down by department or any segment and compare with your last survey. Response rates update while the survey is open, so you can chase the teams that are falling behind.
- Promoters, passives and detractors by segment
- Sentiment compared with an earlier survey
- Live response rates
+9eNPS this survey
−4Change since Q2
77%Response rate
Sales+34
Finance+26
Contact centre-5
Operations-18
Promoters 9–10Passives 7–8Detractors 0–6
One engagement survey
Ten days from launch to a plan per team.
An illustrative 410-person financial services company running its first survey since a restructure.
- Mon 09:00HR
Starts from the Employee Engagement template, adds “Which site do you work at?”, turns on anonymity, a second language and voice answers, and sends it to everyone.
- WedHR
Sees Operations at 69% while other teams are past 80%. Site leads share a labelled guest link at shift handover.
- Fri, week 2HR
Closes the survey at 77% response. The heatmap shows workload in Operations well below every other team. Legal has fewer than five responses and is hidden.
- Mon, week 3Executive team
Reads the AI summary. Unclear reasons for the restructure is a big bet; unplanned overtime in Operations is a quick win.
- Tue, week 3Operations lead
Takes the quick win to his managers and commits to publishing overtime rosters two weeks ahead. The next pulse will show whether it worked.
314Responses
12From guest link
Finance85%
Operations69%
Sales84%
Contact centre85%
Operations is behind. Its site leads share the guest link at shift handover.
Ask better questions. Then do something with the answers.
How it works
First survey out this week.
- 1
Pick a template
Start from engagement, eNPS, onboarding, exit or one of the other templates. Edit the questions and add a segment question.
- 2
Choose who answers
Send to everyone, a department or chosen people. Add guest links, a second language or voice answers.
- 3
Read and respond
Explore the heatmap, eNPS and AI summary, then agree with each leader where to begin.
Privacy by default
Honest answers need real anonymity.
No names on anonymous answers
Anonymous responses are stored without the person’s account or invitation attached.
A minimum group size of five
Any segment with fewer than five respondents is left out of filters, heatmaps and eNPS breakdowns.
Locked once live
Anonymity can only be changed while a survey is still a draft.
AI that supports, not decides
Summaries are generated from the responses for people to read and question. Leaders decide what to do.
Works with
Listening that connects to the rest of the work.
Recognition
See engagement beside how often each team is recognised.
ExploreCareers
Morale trends feed the manager dashboard and flight-risk signals.
ExploreOffboarding
Exit questionnaires and themes feed the same picture of why people leave.
ExploreAI assistance
Survey signal is one input to the nudges managers receive.
ExploreInside surveys & engagementMade for the work
Made for the work
behind the moment.
Explore the workflows, tools and practical details that support surveys & engagement throughout the working day.
01 / Survey builder
Your questions, your way.
Build from scratch or start with templates. Rating scales, multiple choice, open text, branching logic and anonymous responses give you the flexibility to ask the right questions and the confidence people will answer honestly.
- Templates or from scratch
- Branching logic
- Anonymous responses
- Onboarding, exit and pulse surveys
02 / Engagement & eNPS
The pulse of your people.
Engagement surveys, pulse checks and eNPS on your schedule. Set recurring cadences and benchmark against industry standards to see where you lead and where you need to act. Surveys land on every employee's dashboard with due dates.
- Recurring cadences
- Industry benchmarks
- Response-rate tracking
- Surveys on the employee dashboard
03 / AI-powered analytics
From responses to action.
Real-time dashboards surface sentiment trends and highlight at-risk teams by department, location or tenure. AI spots the patterns so you fix problems before they become departures.
- Sentiment trends
- At-risk teams by segment
- Open-text themes
- Linked to performance and recognition
04 / Guest & external feedback
Beyond your org chart.
Collect feedback from clients, candidates and stakeholders with public survey links and guest access. Response-rate tracking ensures you hear from everyone who matters.
- Public survey links
- Guest access
- Candidate and client feedback
Pattern detection
At-risk teams and sentiment shifts highlighted automatically.
Sentiment analysis
Open-text responses and meeting notes analysed over time.
The full pictureThere’s more
There’s more
inside.
Explore the detail behind surveys & engagement.
Surveys+
- My surveys
- All surveys
- Templates
- Engagement
- eNPS
- Pulse
- Onboarding surveys
- Exit surveys
- Guest surveys
- Analytics
Next, explore compensationMore than a salary.
Explore reward & engagement More than a salary.
The whole reward.
Questions,
answered.
How do you protect anonymity?
Anonymous surveys never expose individual responses. Results are reported in aggregate with minimum group sizes for segment breakdowns.
How does this relate to October Health's pulse?
October People surveys measure workplace engagement and experience. October Health measures private wellbeing signal. They share one intelligence layer without exposing individual wellbeing data to the HR record.
Start with your organisation
See Surveys & engagement in your working day.
We’ll walk through the real product with your team and show how it connects to the rest of October People.