Stop guessing what people think. Start asking - and actually see the answer.
Google Forms get ignored. WhatsApp polls get lost. Annual surveys arrive after the damage is done. Employee Surveys inside Bynarize lets HR ask a quick poll, run a real multi-question survey, or keep a monthly engagement pulse - with response rates, department-safe results, and a clear picture leadership can trust.
From “we should ask people” to a result you can take into Monday’s meeting.
Ask the question once. See who answered. Take a clean picture into the room - without another Google Form chase.
Publish a poll or survey without another tool
Answers land where leave and payslips already live
Response rate, not a hope and a spreadsheet
Anonymous when needed; small teams stay protected
HR runs the ask. Leadership sees the score. Managers keep the human conversation.
Same feature. Three reasons it comes up on a sales call.
Run the question you meant to ask - without babysitting a Google Form.
You already know the Friday scramble: build a form, chase people on WhatsApp, paste counts into Excel, then explain the numbers to leadership with half the company missing. Surveys & Polls puts create, publish, remind and results in the same product people already open. Start with one question when you only need a pulse check. Move to templates for engagement, onboarding, exit, training or events when you need a deeper read. You get invited vs responded, charts per question, and an export when the board pack needs it.
- Create a poll or a full survey, choose the audience, publish - employees see it in My Surveys
- Templates for the questions HR asks every quarter, so you are not starting from a blank page
- Reminders for people who have not answered - enough to lift response rate, not enough to become noise
Get a shared picture of engagement - not anecdotes from the loudest voices.
Leadership does not need another login or a psychology lecture. They need to know: did people answer, what did they say, and is the score moving month to month? On Enterprise, a monthly pulse can run on its own and land an engagement score with clear dimensions - manager support, work-life balance, growth, recognition - plus a trend line and a department view that hides groups too small to protect privacy. That is a boardroom conversation you can still do something about.
- Overall engagement score and dimension cards you can read in under a minute
- Month-over-month trend so “we feel fine” is not a hope statement
- Department comparison that stays safe - tiny teams are not exposed
Know what the team is saying without turning every answer into a private scoreboard.
Managers live in the middle: they hear complaints late, and they do not want a tool that ranks their people by honesty. Surveys keep the human conversation with the manager, and the aggregate picture with HR. When a survey is anonymous, names stay off the results. When it is identified, leadership still gets the patterns - not a hit list. Your job stays leading the team; the product does not turn you into a surveillance desk.
- Team and company surveys land in the same employee home people already use
- Anonymous campaigns stay anonymous on results screens
- Clear separation from Mood Pulse - surveys dig into topics; mood is the weekly feeling check
Why Google Forms and WhatsApp polls keep failing - and what changes.
Most companies already know they should ask employees more often. What they lack is a place to ask that people will finish - with results leadership will trust, and privacy people will believe.
Google Forms + Excel chase list
Links get lost, response rate is a mystery, and nobody owns the follow-up
Publish inside HRMS, see invited vs responded, remind once, export clean aggregates
One annual engagement survey
By the time results land, the unhappy people have already left or checked out
Polls when you need speed; full surveys when you need depth; monthly pulse when you need a trend
WhatsApp polls after the all-hands
Answers are messy, not private, and impossible to show the MD next week
A proper poll with audience, deadline, response rate and a chart you can screenshot
A third-party engagement suite bolted on
Another login, another invoice, and the employee list is always slightly wrong
Surveys use the live directory - same tenant as leave, payroll and announcements
“Anonymous” surveys that somehow still feel watched
Trust collapses; answers become polite; leadership gets fiction
Anonymous mode that never shows a name on results; small teams suppressed on breakdowns
Mood tools and survey tools mashed together
Everything becomes a long form; the weekly heartbeat never forms
Surveys dig into topics. Mood Pulse asks how people feel this week. Clear split.
Results dumped as a raw spreadsheet
Leadership cannot read it; HR spends a weekend making charts
Question-wise charts, department comparison, engagement score and trend - ready for the room
Starter plan with a locked survey teaser
Buyers feel baited; teams never build the habit
Starter polls are real. Professional surveys are real. Enterprise intelligence is real.
The guessing games teams stop living with.
Each one is a real Monday-morning problem, closed by how Employee Surveys works.
“We’ll put a Google Form out” - then half the company never opens the link, and nobody owns the follow-up.
Publish inside HRMS. People see Active surveys next to leave and payslips. Response rate is visible from day one.
You needed a one-question pulse after the town hall, and the only tools you have are a twenty-question annual survey or a WhatsApp mess.
Starter polls: one question, clear choices or a scale, audience by team or location, results with a simple chart.
Engagement, onboarding and exit feedback all live in different forms - and none of them look the same twice.
Ready templates you clone into a draft: engagement, onboarding, exit, training, event feedback - then edit and publish.
People will not be honest if they think their name sits next to a tough answer.
Anonymous mode when trust matters. Results never show who said what. Small department slices stay hidden.
Leadership asks “how are we doing?” and HR brings corridor stories instead of numbers.
Question-wise charts, completion rate, department comparison, and Excel export of the aggregates.
The annual survey lands once a year - by then the people who were unhappy have already updated LinkedIn.
On Enterprise, a monthly pulse can open and close on a schedule, with an engagement score and trend across runs.
Reminders turn into five nagging emails that train people to mute HR.
A reminder policy you control - initial, after a few days, final before close - without spamming every day.
You bought a separate “engagement suite” that needs another login and never talks to your employee list.
Audience comes from the live HRMS directory - all employees, department, location, designation, band, manager team or named people.
Mood Pulse and “surveys” get mashed into one confusing module, so neither job gets done well.
Surveys ask topics. Mood Pulse asks how people feel this week. Two jobs, two clear pages - use both when you need both.
Starter buyers get a locked “coming soon” survey tile that feels like bait.
Starter gets real polls. Professional gets full surveys. Enterprise adds engagement intelligence. Honest by plan.
Six reasons this stays useful after the demo.
If a competitor needs a second engagement product just to ask “how was the event?”, you are buying tool sprawl - not a clearer conversation with your people.
Ask, understand, then measure - without three products
Quick polls when you need speed. Full surveys when you need depth. Recurring pulse and engagement score when leadership wants a trend. One engagement home, not a tool pile.
Lives where employees already work
My Surveys sits next to leave, payslips and announcements. No second password. No “did you get the email with the link?”
Templates that match real HR moments
Engagement, onboarding, exit, training, event feedback - clone, tweak, publish. You stop reinventing the same questions every quarter.
Privacy people can feel
Anonymous when you choose it. Department slices under a safe minimum stay suppressed. Leadership gets insight without outing anyone.
Results a CEO can read aloud
Response rate, question charts, department comparison, engagement score and month trend - plain language, not a black-box “risk” label.
Clear next to Mood Pulse
Mood is the weekly heartbeat. Surveys dig into topics. Communications announce. Milestones celebrate. Each job stays clean so buyers are not confused on the call.
What you can actually do.
Quick polls - ask one thing, get a clear answer
- One question: single choice, multiple choice, yes/no, or a number or star scale
- Audience: everyone, or by department, location or designation
- Draft → publish → close, with optional start and end dates
- Employees answer once in My Surveys; HR sees invited, responded, rate and a simple distribution
- Built for Starter - when you only needed a pulse after the town hall
Full survey builder - understand what people really think
- Multi-question surveys with reorder and required flags
- Question types including NPS, short text, long text and dropdown - plus the poll types
- Anonymous or identified responses, chosen per campaign
- Finer audience: band, employment type, manager’s team, or named employees
- Schedule open and close, and reminder steps so response rate does not die quietly
Ready templates - stop starting from a blank page
- Employee Engagement, Onboarding Feedback, Exit Feedback, Training Feedback, Event Feedback
- Clone a template into a draft, edit what you need, publish
- Same look every time - leadership stops asking why last quarter’s form looked different
Results HR and leadership can defend
- Response rate: invited vs responded - the first number every MD asks for
- Question-wise charts and averages, not a raw dump nobody reads
- Department comparison with small teams suppressed so privacy holds
- Excel export of aggregates when the board pack or audit needs a file
Engagement intelligence - measure the trend, not one snapshot
- Monthly (or scheduled) employee pulse that opens on its own
- Overall engagement score out of 100, plus dimensions like manager support, work-life balance, recognition and growth
- Trend across past runs so “are we getting better?” has a line, not a shrug
- Department table with clear healthy / watch / attention colours - still privacy-safe
My Surveys for every employee
- Active and completed lists in self-service - no hunting for a lost email link
- Multi-step take flow for longer surveys; one screen for a poll
- Thank-you state so the habit feels finished
- Notifications when something new opens, and a reminder before it closes
Ask on Starter. Understand on Professional. Measure on Enterprise.
A story you can explain on a pricing call - honest capability at each tier, no locked empty tile pretending to ship.
Starter - Ask
Quick polls when you need a clear answer fast.
- One-question polls with choice, yes/no or scale
- Audience by all / department / location / designation
- Publish, close, response rate and distribution chart
- My Surveys for employees - no second tool
Professional - Understand
Real surveys, templates, anonymous answers and export.
- Everything in Starter polls
- Unlimited questions, NPS and text, templates, anonymous mode
- Finer audience targeting, reminders, department-safe analytics
- Excel export of aggregates
Enterprise - Measure & act
Recurring pulse, engagement score and trends leadership can use.
- Everything in Professional
- Scheduled monthly pulse campaigns
- Engagement score, dimension cards, trend line, department view
- The picture CEOs and MDs ask for in the leadership meeting
What makes the approach different.
Built for how HR actually asks questions
A poll after the town hall is not the same job as a quarterly engagement survey. The product respects that - instead of forcing every ask into one oversized form.
Honesty without outing people
Anonymous when you need it. Small teams stay hidden on breakdowns. That is how you get real answers instead of polite fiction.
Audience from your live employee list
No CSV of emails that went stale last month. Department, location, band, manager team - the same directory Core HR already trusts.
A trend CEOs can act on
One survey is a snapshot. Recurring pulse plus engagement score answers the only leadership question that matters: are we getting better or worse?
Fits the engagement suite cleanly
Communicate with Communications. Celebrate with Milestones. Feel with Mood Pulse. Ask with Surveys. Four Monday-morning jobs, not one overloaded module.
No separate engagement subscription
Surveys live in the HRMS you already buy. One login, one invoice conversation, one place employees already open.
Employee Surveys & Polls - questions buyers actually ask.
Stop guessing. Start asking - where people already work.
Book a short walkthrough: publish a one-question poll, open a template survey, show anonymous results, then (on Enterprise) open the engagement score and trend. Those four screens usually settle it for HR, managers and leadership.
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