Feature group · Real-time
Instant analyses, dashboards and reports
Waiting months to understand how your people feel is organisational malpractice. By the time annual surveys deliver results, your best employees have already left. In today's fast-moving environment, you need instant insights to respond before small problems become turnover crises.
What's inside
9 features making it real.
01
Respect employee time with a 2-minute pulse survey
Zoios uses a brief 11-question survey that takes employees just two minutes to complete, dramatically increasing response rates compared with lengthy annual surveys. The compact design measures eight well-being drivers, strain, eNPS and includes space for comments, all without survey fatigue. Keeping the pulse survey short means you can measure engagement frequently (monthly or quarterly) without overwhelming your people or disrupting their workday.
02
Catch engagement shifts before they become problems
Zoios tracks engagement metrics over time and highlights significant trends in company or team scores, helping you spot deteriorating well-being early. The platform shows whether scores are improving, declining or stable, with visual indicators that draw attention to meaningful change. By surfacing trends automatically, you can be proactive about engagement issues rather than reactive, intervening when scores start to slip instead of waiting until you have a real problem.
03
Identify employees at serious burnout risk
Zoios automatically flags when someone scores 50 or above on strain, indicating significant stress that risks leading to sick leave. The problematic strain levels correlate strongly with very low well-being (average score of 53) and significantly elevated risk of prolonged absence. Early detection means you can intervene with support, workload adjustment or time off before someone burns out completely, protecting both the employee and the organisation.
04
Uncover the real drivers behind your engagement challenges
Zoios uses AI to analyse engagement patterns across your data and identify the underlying causes of well-being issues. Instead of just showing low scores, it examines relationships between drivers, comments and segments to surface insights like 'Recognition is the biggest lever for improving well-being in your Sales team.' This holistic analysis helps you move beyond surface-level observations to understand what's really affecting your people, and where to focus.
05
Measure the factors that actually determine employee satisfaction
Zoios tracks the eight drivers that research shows truly impact job satisfaction: life harmony, development, social relationships, support, recognition, mindfulness, contribution and optimism. Each driver gets its own score from 0 to 100, showing you the specific levers you can pull. This granular view moves you beyond a generic engagement score to understand exactly what's working and what's broken, like discovering your team loves their work but feels under-appreciated.
06
Get specific action suggestions tailored to your data
Zoios delivers personalised recommendations based on your engagement data, telling managers and HR exactly what to focus on to improve well-being. Instead of generic advice, the AI coach analyses your team's driver scores, comments and patterns and suggests concrete next steps like 'Focus on recognition in your next team meeting' or 'Address workload concerns with your two senior engineers.' These contextual recommendations turn data into action and help busy leaders prioritise the right conversations.
07
Track how specific engagement factors evolve across months
Zoios shows each well-being driver's score over time so you can see whether recognition, development or other factors are improving or declining across periods. The trend lines help you assess whether initiatives are working, like checking if your new performance-review process actually lifted development scores. By tracking individual drivers rather than a single overall score, you understand the components of your engagement story and can measure the impact of targeted interventions.
08
Get real-time engagement insights the moment surveys close
Zoios generates live dashboards and visualisations the instant employees complete the pulse survey, no waiting for manual analysis or report compilation. HR and managers see up-to-date well-being scores, trends and comments in real time without touching Excel or building presentations. Immediate access means you can respond to engagement issues quickly and make data-driven decisions without delay.
09
See company-wide engagement health at a glance
Zoios provides immediate organisational-level insight, showing overall well-being, strain and eNPS across the company the moment responses come in. The dashboard highlights your strongest and weakest drivers, response rate and a comparison with previous measurements, with no manual calculation. The instant company view helps executives and HR quickly assess organisational health and identify the biggest opportunities for cultural improvement.
Annual engagement surveys made sense when data analysis took weeks. But in today's fast-moving business environment, waiting months to understand how your people feel is organisational malpractice. By the time you get results, act on them and measure again, a full year has passed and your best employees have already left.
Zoios delivers engagement insights in real time, with live dashboards that update instantly as employees complete each pulse survey. No waiting for HR to compile spreadsheets or build presentations. No delays while someone manually calculates scores. The moment your people share feedback, leaders can see results, spot problems and take action.
This immediacy transforms how you manage culture. Executives check company-wide well-being as easily as they review sales numbers. Managers see their team's latest scores and can address concerns in their next 1-on-1. HR spots a troubling trend in Engineering and can investigate immediately instead of weeks later. Real-time access means real-time response.
The speed compounds over time. Measure monthly instead of annually and you get 12 data points instead of one. That means you can track whether your initiatives actually work, catching what improves engagement and what wastes time. You can be agile with your people strategy, testing approaches and learning fast instead of betting everything on annual survey results. When insights are instant, improvement becomes continuous instead of a once-a-year event.
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