Wellbeing you can act on.
Dashboard
Good morning, Anders Jensen
Overall eNPS score
42
32 responses, avg. score 8.2
eNPS trend (last 6 months)
Response rate
84%
Active teams
6
Latest survey
4 days ago
Trend
+12% QoQ
One survey a year tells you where you were. Not where you're heading. emplio measures all the time. So you see the direction.
insight into shared patterns
from sign-up to first survey
automatic wellbeing check-ins
Everything you need to measure wellbeing
Emplio makes it easy to understand your employees and act on their feedback.
Automated surveys
Send eNPS automatically. Set it once, keep your team informed.
Protection of employee data
Report access follows permissions. Avoid identifying details in comments.
Categorised insights
See exactly what drives wellbeing: leadership, communication, culture, and more.
WHO-5 wellbeing surveys (separate agreement)
Planned add-on. Legal grounds and employee information must be clarified before use.
Most employee surveys fail in the same place: people don't dare answer honestly. emplio aggregates results into group statistics and restricts report access by permissions. Comments and combinations of information can identify people; complete anonymity is not guaranteed. Surveys go out automatically at the interval you choose, so feedback doesn't depend on someone remembering to start it. Planned use of WHO-5 requires separate clarification of processing and employee information. You get answers you can trust. Without lifting a finger each month.
See patterns in group statistics. Take care with identifiable comments.
Deep insights into every focus area
A number can tell you something's wrong. Rarely where. That's why emplio breaks every response into categories like leadership, communication, culture and working conditions, so you see exactly which area is lifting wellbeing and which is dragging it down. eNPS gives you the direction across the whole company, while the category reports give you the reason behind the number. And because the measurements repeat, you don't just see a snapshot. You see whether what you're doing actually works.
Report
Survey report: Employee wellbeing Q1
Overall eNPS score
42
32 responses, avg. score 8.2
eNPS trend (last 6 months)
Team comparison
| TEAM | BASIC | ENGAGEMENT | LEADERSHIP | CULTURE | OVERALL |
|---|---|---|---|---|---|
| Overall result | 42 | 28 | 51 | 58 | 44.8 |
Why choose emplio?
Most employee wellbeing tools are built for companies with an HR department, a budget and a consultant on the sidelines. emplio is built for the rest of us. You're up and running in under ten minutes, no training and no hassle: log in, add your people, send the first check-in. Results are aggregated at group level with access based on permissions. Free text may still identify people. You don't have to be a wellbeing expert to understand your people. You just have to ask.
Overall eNPS · latest measurement
Fast setup
From sign-up to first survey in under 10 minutes.
Built for SMEs
Built for small and medium businesses without a dedicated HR department.
Protection of employee data
Group statistics and access controls. No guarantee of complete anonymity.
Simple interface
No training needed. Log in, send, see results.
Get started in 3 simple steps
Create account
Sign up and get immediate access to the platform.
Work email
Add employees
Import your employee list or add them one by one.
Send first survey
Choose your survey type and send with one click. Results await.
8 questions · wellbeing survey
From nothing to your first honest answers. In a single morning.
Make honest feedback a natural part of everyday life.
The cheapest resignation is the one that never happens.
From the blog
What is a good eNPS score?
Leaders often ask: what's a good eNPS score? My answer: that's the wrong question. The right score is the one that's higher than three months ago. Here's what the numbers actually mean.
6 May 2026 · 3 min readWhy the big employee survey doesn't work
Most companies have tried it. A big, thorough employee survey. Sent out carefully in January. Followed up with a slide in March. Filed in a spreadsheet somewhere.
6 May 2026 · 2 min readWhen is it too late to ask?
An employee hands in their notice. You look back and see the signs. The shorter replies in chat. The meeting where she didn't say a word. The dangerous moment isn't the resignation. It's the three months before.
6 May 2026 · 3 min read