Employee satisfaction survey that goes beyond the score
Traditional satisfaction surveys mostly deliver scores. Metrika uses anonymous interviews to help leaders understand the causes behind those scores and what to do next.
Set up in minutes. Define departments and share the anonymous participation link without creating separate participant accounts.
The guided interview follows the answers with extra questions, so leadership can see not only the scores but the reasons behind them.
Feedback is organized across 9 organizational dimensions so leaders can quickly see where the strengths and bottlenecks are.
When is a traditional satisfaction survey not enough?
If the situations below feel familiar, the organization needs more than another round of forms.
Numbers look good, but something is off
Satisfaction score is 4.2/5, but turnover is rising, morale is declining, and best people are leaving.
Dishonest responses
Employees give "appropriate" answers because they don't trust anonymity or fear consequences.
Actionless results
You get averages and percentages but don't know what to do with them. "Improve communication" is not an action plan.
Survey fatigue
Response rates decline year over year. Employees don't see the point because nothing changes.
Department-level blind spots
The organizational average hides huge differences between departments. Crisis areas hide behind average scores.
Feedback-free culture
Leaders don't get real feedback, problems stay in the hallway, and decisions are made with information gaps.
How does Metrika satisfaction assessment work?
Metrika doesn't send another questionnaire. It runs a short anonymous interview flow that follows up on answers and helps clarify the problems behind the scores.
Why Metrika instead of a traditional survey?
Metrika moves beyond satisfaction scores and helps leaders understand what is behind the answers.
Frequently Asked Questions
?How is this different from a traditional satisfaction survey?
Traditional surveys ask fixed questions and mostly return numbers. Metrika's guided interview asks follow-up questions, adds context, and ends with a prioritized action plan.
?What questions does the AI ask?
The interview covers 9 organizational dimensions, but the exact follow-up questions depend on the participant's answers. It is not a fixed questionnaire.
?What's the minimum number of participants?
At organizational level, it is worth starting with at least 10 people to create an interpretable picture. Department-level breakdown requires a minimum of 5 people per department.
?How do you ensure responses are honest?
Anonymous participation, no separate participant account, and aggregated reporting together create a safer setting for honest feedback.
?How often should you repeat the assessment?
It is worth repeating the broader diagnostic after major organizational changes or annually, so leadership can see how the organization moved after interventions.
One conversation is worth more than a thousand surveys
Start the satisfaction assessment and get a practical leadership action plan.