Annual engagement scores tell you the temperature. Synfia tells you why it is rising or falling — and what to do about it.
No interviewer bottleneck, in more than 70 languages.
Adaptive follow-ups instead of an open text field in a pulse survey.
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Leadership sees the number drop. HR runs a follow-up survey. Managers hold town halls. The score moves marginally, then drops again next cycle. The organization loses trust in the instrument — and in leadership's ability to respond.
A five-point Likert scale cannot carry the reason behind a rating. Open text fields are only filled with keywords. The signal that would explain the value never leaves the individual.
The people who leave first are the ones who stopped saying why.
Programs are launched against symptoms rather than causes.
Line managers own an engagement problem they were never given the data to solve.
„A three-point drop in engagement tells you something is happening. It never tells you what to do on Monday."
The score arrives once a year, gets broken down by department and mirrored into a dashboard. Red gets an action plan, green gets left alone. What actually frustrates people — meeting load, a new manager, a quiet reshuffle on the team — sits outside the scale.
You only learn after the resignation that three people left for the same reason. Replacements cost you half an annual salary each, the team loses momentum, and the actions from the last score address a problem that no longer looks that way.
Confidential, AI-led conversations run quarterly or event-based — after a reorg, after a tool rollout, after a leadership change. You see, per team, what actually causes friction, and you can act before the resignation email lands.
YOUR ADVANTAGE — Unwanted attrition that drops by percentage points instead of exploding into backfill costs. Leaders who know what weighs on their team — not what the average says.
Synfia runs AI-led conversations that go where a scale cannot: what people mean, what they need, what they would do differently. We segment findings by unit, tenure, and role — without exposing any individual.
Step into the role of an employee for a few minutes. You will experience how the AI listens, follows up, and creates space for the answers a survey never gets to.
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Understand the drivers behind engagement, not just the number.
See where retention risk is forming before it becomes attrition.
Relevant insights leaders can act on this month.
Show employees that their input changed a real decision, and do so immediately.
„For the first time we could tell the board why the score moved, not just that it moved."
CHRO, financial services group
In a 30-minute conversation with one of our experts, we look at your specific use case together and show where structured listening could improve the next decision on your agenda.