Measure employee engagement where it actually breaks: at team level
A company-wide engagement number hides more than it shows. elli measures engagement continuously per team, exposes the real drivers and turns every signal into an action a team lead can pick up on Monday.
Most organizations measure engagement once a year, company-wide, with a long questionnaire. The result: an average that tells no one anything, a report that lands months after the measurement, and teams that see nothing come back. Yet engagement never breaks "on average": it breaks in that one team with that one change of manager, that quiet rise in workload.
elli turns it around: short, smart pulses per team, results in real time, and with every signal a concrete, explainable action. That way measuring engagement is not an HR ritual, but a steering instrument, for team leads and leadership alike.
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Engagement per team In five seconds: this page is for you if
Employee engagement: from an annual photo to a continuous film
Engaged employees perform better, stay longer and carry change. But engagement is not an annual average: it moves per team and per week. elli measures engagement continuously and shows per team not only the score, but the drivers behind it: autonomy, recognition, workload, trust in leadership. So you see not only that a team is dropping, but why, and what to do about it.
And because team leads get a live picture themselves (not only HR or the C-suite), the insight lands where engagement is made or broken: in the team itself.
Pulse surveys & eNPS: short, smart and without survey fatigue
The classic reflex against a slow annual survey is "measure more often", and then people drop out. elli solves it differently: automatically generated, personalized pulses of ±8 questions, tuned to what matters for that team at that moment. No generic check-ins to everyone at once, but targeted questions at the right time. That keeps participation high and the signal value large.
eNPS (employee Net Promoter Score) rides along in the rhythm: one recognizable number to track the trend and report internally, embedded in a measurement that also explains what sits behind it. Because a falling eNPS is an alarm signal; only the drivers beneath it tell you what to do.
Employees also get something back: a personal picture of where they stand, with context and concrete tips, not a survey that vanishes into a black hole. That too keeps the response high.
People analytics: from scores to decisions
Collecting data is the easy part; building decisions on it is where it goes wrong. elli brings all your measurements, engagement, eNPS, wellbeing, readiness, onboarding, exit, together in one dataset and analyzes them at team level. Trends over time, differences between teams and departments, early risk detection: you see patterns that stay invisible in scattered survey tools.
The difference with a classic BI dashboard: elli does not stop at the insight. Specialized AI agents translate every signal into a recommended action, connected to your data and to scientific research, with human review, a suggested owner and a status tracker. People analytics that ends in doing, not in yet another chart.
Suggested by elli · Triggered by: engagement drop + workload driver
Employee experience: the whole journey, one picture
Engagement is built (or broken) at every moment of the employee journey: the first week, the first change of role, the exit conversation. elli covers that whole journey with one platform: onboarding, engagement, wellbeing and exit measurements in the same environment, with the same experience for the employee and one dataset for HR.
That way you see where in the journey the experience cracks, and compare apples with apples instead of three tools with three definitions.
How elli approaches engagement
Team level, real time
Engagement breaks locally: elli measures and reports per team, live, with anonymity protected.
Actions, not a horoscope
Every recommendation is data-specific and explainable: why this, why now, who picks it up. Measuring becomes managing.
Everyone in, also without an email address
Adapted tone and language per audience, and paper surveys for the shop floor. A representative picture, no office bias.
One platform for all your surveys
Engagement, eNPS, wellbeing, readiness, onboarding, exit: one tool for HR, one recognizable experience for employees, one dataset for insights.
Evidence
Live dashboard within 24-72 hours, without an IT project or consultant.
High participation down to the shop floor, partly thanks to personal feedback for every participant.
Transparent price from €99/month per 50 employees.
Frequently asked questions
What is the difference between an engagement survey and a pulse survey?
An engagement survey is usually an extensive (annual) measurement; a pulse survey is short and frequent. elli combines both logics: continuous pulses of ±8 questions that together build a complete and current engagement picture, without survey fatigue.
What is a good eNPS?
That depends on sector and context; more important than the absolute number is the trend and what sits beneath it. elli shows your eNPS per team over time and the drivers that explain it, so you know where to step in.
How does elli prevent survey fatigue?
By measuring short and targeted (±8 questions, tuned to the team), by not surveying everyone generically at once, and by giving every participant personal feedback. Measuring then does not feel like giving without getting anything back.
Can managers see individual answers?
No. Individual scores are never visible to managers; results are only shown from a minimum of 5 respondents (anonymity rule). elli is GDPR-compliant, with data in the EU.
Can we bring our existing questionnaires?
elli has an extensive survey library that you adapt yourself; you easily add your own accents and questions. That way you consolidate your existing measurements in one platform.
How quickly are we live?
Within 24 to 72 hours: choose a survey, adjust it, launch. No implementation project, no consultant.
See your teams' engagement within 24 hours.
No consultants, no credit card, no onboarding friction.
Further reading
Methodology: engagement and wellbeing scores are composite indices, built on validated scientific frameworks (including Job Demands-Resources and Self-Determination Theory). The composition of the index is elli’s own design.