The work itself
Workload and recovery, role clarity, influence, tools and coordination.
INDEPENDENT EMPLOYEE SURVEYS · PRACTICAL ACTION
Understand your workplace.
Know what to improve.
Give your people a confidential way to speak—and your leadership team clear findings, priorities and practical next steps.
EmployerScore manages the survey, reviews the feedback and turns it into a report you can use.
- Independent collection
- Human-reviewed findings
- Confidential by design
A DIFFERENT VIEW OF YOUR ORGANISATION
See beyond the feedback
that reaches management.
Everyday conversations tell part of the story. People may hold back when feedback feels identifiable—or when they are unsure it will make a difference.
Independent listening creates space for a fuller picture: what people value, what gets in their way and where attention is needed. It gives leaders a stronger starting point for decisions, without assuming a score explains everything.
- Understand pressure pointsExplore workload, support and obstacles to doing good work.
- Listen through changeUnderstand how decisions and changes are experienced.
- Protect what worksRecognise the strengths employees want to keep.
THE WORKPLACE, FROM THEIR PERSPECTIVE
Not just “Are you happy here?”
Structured questions reveal patterns. Written feedback adds the context a rating alone cannot provide.
The people and decisions
Manager support, leadership trust, fairness, recognition and development.
The experience of belonging
Respect, inclusion, confidence to speak up, satisfaction and intention to stay.
Space for the things we did not ask.
Employees can highlight strengths, suggest improvements and raise concerns in their own words. Written responses are optional and reviewed by EmployerScore—summarised with care before being shared with the employer.
THE VALUE IS IN WHAT HAPPENS NEXT
More than a score.
A basis for action.
A managed assessment and a reviewed report—not a dashboard left for you to interpret.
Findings should help you decide where to focus, what to preserve and what to explore further. We make uncertainty and reporting limits clear.
Discuss your employee surveyA clear picture of employee experience
Participation, working-condition results and areas of strength or concern, with privacy thresholds applied.
Context behind the numbers
Human-reviewed themes from written feedback, alongside employees’ improvement priorities.
A practical action plan
Prioritised recommendations with proposed owners, timescales and ways to check progress—not automatic conclusions.
A report ready for a useful discussion
Reviewed findings and next steps that leadership can use to agree action and communicate back to employees.
TRUST IS PART OF THE METHOD
Useful feedback starts with
confidence to speak.
Employers receive group-level findings—not individual questionnaires or raw written comments.
Identity kept separate
We verify eligibility, then use a separate survey pass. Answers are stored without the employee’s email address.
A picture of the group
Employers receive aggregate results. Every reported metric needs at least ten usable responses; small results are withheld.
Written feedback handled with care
Designated EmployerScore reviewers read anonymous submissions. Client reports contain privacy-reviewed summaries, not raw comments.
Details in a comment can still identify someone. We explain this to employees, along with the limits of confidentiality on managed devices and networks.
Understand who sees whatMANAGED FROM START TO FINISH
A clear process.
A useful outcome.
We agree the engagement before anyone is invited, so employees and leaders know what to expect.
- 01
Agree the scope
Clarify objectives, the eligible workforce, timing, reporting and responsibilities.
- 02
Invite and listen
Employees receive an invitation and a clear explanation of confidentiality before completing the survey.
- 03
Review the findings
EmployerScore reviews the results and written feedback, separating patterns from assumptions.
- 04
Prioritise action
Use the reviewed report and proposed action plan to agree what happens next—and how to share that with employees.
THE EMPLOYERSCORE APPROACH
Evidence informs the questions.
People make sense of the answers.
We combine independent collection, research-informed workplace questions and human review. Technology supports the process; it does not replace judgement.
Our questionnaire explores established themes in workplace research, including those covered by COPSOQ III and the HSE Management Standards. We interpret the results in the context of your organisation.
Scores describe the responses received. Written concerns are treated as reports to consider, not facts established by a survey. Recommendations are starting points to review against your organisation’s circumstances.
About the evidence behind the approach
Established workplace research helps frame topics such as demands, control, support, relationships and speaking up. Our bespoke questionnaire is not an official or validated version of COPSOQ III or the HSE Indicator Tool, an employer certification or a clinical assessment.
Scores describe the responses received, not external benchmark rankings or validated risk thresholds. Written concerns are reports to consider, not facts established by a survey. Recommendations are starting points to review against your organisation?s circumstances.
BEFORE YOU DECIDE
A few practical questions.
Have something else in mind?
Tell us about your organisation.
Who is EmployerScore for?
Organisations that want a clearer understanding of employee experience and a practical basis for improvement. Our managed approach is especially suited to medium-sized businesses that want independent support rather than another survey tool to run themselves.
How many employees do we need?
Reports require at least ten usable responses for each reported metric. A workforce of ten does not guarantee that threshold will be met, because employees may choose not to answer particular questions. We discuss suitability, participation and confidentiality before agreeing a campaign.
What will our organisation need to provide?
An agreed scope, an accurate list of eligible employee email addresses, campaign timing and a responsible contact. We also agree how findings will be shared with employees and who should receive sensitive concerns. EmployerScore manages the survey and reporting process.
How long does it take, and what does it cost?
Scope, timing and fees are agreed before the campaign begins. Tell us about your workforce and objectives so we can propose an appropriate engagement.
Can we see who said what?
No. Employers receive aggregate findings and privacy-reviewed written summaries, not individual questionnaires or raw comments. Designated EmployerScore reviewers can read anonymous written submissions. Employees are asked to avoid identifying themselves or others through distinctive details.
What if too few people respond?
Reporting is subject to the agreed campaign completion target and a separate minimum number of usable responses for each metric. Where those requirements are not met, affected results are withheld. We do not lower the privacy minimum to produce a report.
Can employees raise serious concerns?
Yes. An optional section lets employees describe conduct or practices that concern them. These are reviewed by EmployerScore and treated as reported concerns, not verified findings. The survey is not continuously monitored and is not an emergency, investigation or formal case-management service.
Is this a benchmark or a certified assessment?
No. The questionnaire is bespoke and evidence-informed; it is not the validated COPSOQ III questionnaire or HSE Indicator Tool. Scores summarise the responses collected, not performance against an external employer benchmark or a clinical assessment.
Can we measure progress later?
A follow-up campaign can help assess whether employees experience the intended improvements. Timing and scope are agreed separately, and comparisons need a consistent questionnaire and careful interpretation of participation and context.
LISTEN WELL. LEAD BETTER.
What would you like to
understand about your workplace?
Tell us about your organisation and what you want to learn. We’ll discuss the scope, process and a suitable proposal.