Engaged employees
Service-profit chain research — first mapped in Harvard Business Review in the 1990s — consistently links how employees feel about work to the quality of service they deliver. Engagement is the input you can actually manage.
Employee experience (EX)
Employee experience platform — measure and improve the other half of CX
Employee experience (EX) is everything a person encounters at work — onboarding, tools, managers, culture — measured with the same instruments you use for customers: eNPS, satisfaction and pulse surveys. It drives customer experience because engaged employees deliver the service that keeps customers coming back.
Qmeter measures both sides on one platform. Live in a day — AI builds your first survey from your company profile — with transparent pricing and no consultants. Happy employees, happy customers, growing business: that chain is the whole point.
1000+companies use Qmeter
2M+feedbacks collected
15+years in experience measurement
eNPSPulseOnboardingExitAnonymous-capable
The chain
Happy employees, better service, customers who stay
EX is not an HR courtesy. It is the first link in the chain that ends in revenue — and the only link most feedback programmes never measure.
Better service
Frontline mood is visible at the counter: the greeting, the patience, the recovery when something goes wrong. An engaged teller, waiter or agent defuses the difficult moment — a disengaged one creates the complaint.
Happier customers
The experience customers pay a premium for is delivered by people. You cannot fix the customer side while ignoring the team standing behind it — an attentive, well-supported employee is the experience.
Revenue that stays
Loyal customers stay because the service stays good — and service stays good when the people delivering it are engaged. The same collect-and-act discipline that retains customers works inside the company, on the team that serves them.
One platform measures every link: employee eNPS and pulse trends → service quality per branch → customer SLI, NPS and CSAT → retention. Break the chain apart into separate tools and the connection disappears.
What to measure
Five employee signals worth tracking
Each one answers a different question. Together they show where a team is thriving — and where a resignation is being drafted.
eNPS
One question — “How likely are you to recommend us as a place to work?” on a 0–10 scale. Promoters (9–10) minus detractors (0–6) gives a score from −100 to +100. The employee twin of Net Promoter Score, best read as a trend per team.
Employee satisfaction
Short agree–disagree statements on a Likert scale — workload, tools, manager support, recognition. Satisfaction questions explain the “why” behind an eNPS move.
Onboarding experience
An onboarding survey at day 7, 30 and 90 catches broken first impressions while they are still fixable — before a new hire quietly decides to keep looking.
Pulse surveys
One to three identical questions per pulse wave, monthly or quarterly. Less depth per wave, far earlier warning — the EX equivalent of a heart monitor, not an annual check-up.
Exit feedback
Leavers say what stayers will not. A structured exit survey turns departures into root-cause data — and the themes feed the same dashboards as every other wave.
Employee experience (EX)
The umbrella over all of it — see the full definition in our CX glossary. Measured together, these five signals show where a team is thriving and where a resignation letter is being drafted.
How Qmeter runs EX
Built for honest answers — and for acting on them
An employee survey only works if people trust it, someone reads it, and something visibly changes. Qmeter is built around those three conditions.
Anonymous when it should be — so answers are real
The fastest way to kill an EX programme is an employee wondering whether their manager can see their name. Qmeter surveys can run in anonymous mode: identities are not attached to responses and results are reported at team, department or branch level — never per person.
- Anonymous-capable eNPS, satisfaction, onboarding and exit surveys
- PII masking and audit trails from our security & GDPR controls
- Respondents see the anonymity status on every screen
Pulse waves on schedule, departments compared like branches
Schedule a pulse and it repeats — same questions, same scale, every wave — distributed by email or SMS through campaigns with open and click tracking. Dashboards then do what Qmeter does best: compare units side by side, wave over wave.
- eNPS and satisfaction trends per department, team and branch
- AI theme and sentiment analysis on open comments — recurring topics surface themselves
- Scheduled reports land in each manager's inbox via analytics
Employee complaints get the closed loop too
A flagged employee comment can open a ticket in closed-loop ticketing — routed to HR or the right manager, tracked through statuses, and answered with a visible follow-up. The closed-loop feedback process works on both sides of the counter.
- Feedback routed to an owner, not a shared inbox
- Anonymity preserved — the issue travels, the identity does not
- “You said, we did” follow-ups prove the survey was worth answering
The frontline connection
See both sides of every branch
HR-only survey tools stop at the org chart. Operators live in branches — and Qmeter already measures your customers there, with kiosks, QR codes and post-service messages. Running employee surveys on the same platform puts a location's customer scores and its team's eNPS in the same view.
When a store's service scores dip, you can see in the same minute whether the team behind the counter is struggling too — and fix the cause instead of coaching the symptom. That is a view no HR suite and no CX-only tool can give retail chains, hotels and restaurants or bank branch networks.
ROI
What an EX programme returns
The return on employee experience arrives as costs that stop happening. Three of them are large, recurring — and measurable.
Top quartile
Gallup's long-running workplace research consistently links top-quartile employee engagement to higher productivity and profitability, with markedly lower turnover.
GallupEngaged teams deliver the service your customers feel — the experience chain starts inside the company, not at the counter.
5
400
Sizes your plan — plans are billed by responses per year.
6
Flagged by pulse surveys and 1:1s — before they hand in their notice.
€8,000
Widely estimated at several months of salary once lost productivity is counted.
20%
Example: if you save 10 out of every 100 you catch, set 10%.
Your estimated return
€575,500
protected per year, after Qmeter's cost
Keeping just 1 employees a year — across all 5 locations — covers the entire cost. Everything above that is return.
Employees kept per year (est.) — 72€576,000
Web Feedback plan — 5k responses− €500
estimated return: pays for itself many times over
An estimate computed from your own inputs — not a guarantee or forecast of results. Adjust the sliders to match your numbers.
The maths, with our prices on the table
Qmeter's pricing is public: Web Feedback from €500/year, Device License from €50 per device per month. Set that against the widely reported cost of replacing even one trained employee, and an EX programme that prevents a single unwanted exit typically pays for itself. SMEs go live in a day with no consultants; enterprises get on-premise deployment and GDPR workflow for the security team's checklist.
From €500/yrWeb Feedback — surveys, dashboards, from
€50/device/moDevice License — kiosks & tablets, from
14 daysFree trial — no credit card
Privacy by design
Employee data is personal data
Anonymous mode
Identities detached from responses; results reported at group level only.
PII masking & audit
Personal data masked in comments and exports; access is audit-logged.
GDPR workflows
Deletion requests and retention rules with anonymisation built into the flow.
On-premise option
Enterprises can run Qmeter on their own servers, under their own controls.
Full detail on security & GDPR compliance — the same protections that cover your customer feedback cover your employees'.
FAQ
Employee experience, answered
Definitions, formulas and honest hedges. For anything else, talk to our team.
What is employee experience (EX)?
Employee experience (EX) is the sum of everything a person encounters at work — onboarding, tools, managers, environment and culture. An employee experience platform measures it with the same instruments used for customers: eNPS, satisfaction questions and pulse surveys. It matters commercially because service-profit chain research has consistently linked how employees feel to how customers are treated — and to whether those customers come back.
What is eNPS and how is it calculated?
What is a good eNPS score?
Can employee surveys be anonymous?
How often should we run employee pulse surveys?
Do we need separate employee feedback software and customer feedback software?
Keep exploring
Where EX plugs into the rest of Qmeter
Closed-loop ticketing
The same loop that recovers unhappy customers routes employee complaints to HR or a manager — with SLAs.
→Analytics & AI Analyst
Pivot reports, scheduled dashboards per team and AI answers in natural language — for EX and CX alike.
→SMS & email campaigns
Distribute pulse waves by email or SMS with open and click tracking — no spreadsheets of links.
→CX glossary
eNPS, pulse survey, onboarding survey and 40+ more terms — quotable definitions, no fluff.
→Qmeter for retail
Store-level customer feedback plus the store team's eNPS — both sides of every location.
→Qmeter for hospitality
Guest experience and staff experience run on the same shifts. Measure them on the same platform.
→Get started
Measure the other half of your customer experience
Start a 14-day free trial — no credit card. AI builds your first survey from your company profile, and your first eNPS pulse can go out the same day.
