Measurable HR data that management acts on
Staff turnover is rising. There's dissatisfaction beneath the surface. Management asks why — and you have gut feeling but no numbers. Or you have an internal employee pulse, but results don't land with management because they're not comparable to external benchmarks.
We conduct employee surveys with per-group breakdowns, top-score benchmarks against best practice, and workshop support so the report actually becomes action plans. Anonymous design that staff trust.
We ran an internal survey for three years without the results leading to action — management thought the numbers were 'fine'. When we brought in Alba with external benchmarks, it became clear we were below average on leadership. It became an agenda that actually got priority.— HR Director, retail chain · 50 units · 300 employees
Employee surveys that lead to action
ESI with per-group breakdown
Employee survey where the report shows results per office, store or team. Comparison between units and against top-score benchmarks. Shows what the best units do differently.
Retail chain · 50 units · 300 employees · per-store action planFive key areas, measured right
Clarity (business idea and goals). Goals and follow-up (is everyone working towards the same targets?). Planning (quality processes). Skills development (long-term investment). Leadership (soft values measured hard).
Standard model — customisable to your specific questionsWorkshop support after report
We come to you and run workshops at group level where employees themselves discuss the results and develop action plans. The report becomes actions — not a PDF that gets archived.
Included in all ESI assignmentsThe report management reads all the way
- Anonymous design that staff trust (no IP logs, no personal data)
- Per-group results so local managers can act
- Top-score benchmark — how do you compare against best practice?
- Comments and improvement suggestions, categorised
- Workshop template for action plans at group level
- Recurring measurement to track progress over time
Common objections
"We already have an internal employee pulse — why external?"
Internal data is good for temperature. External is needed for (a) credible anonymity — staff dare tell the truth, (b) external benchmark — how do you compare vs industry, (c) workshop support — neutral facilitator that leads to action.
"Is anonymity guaranteed?"
Yes. We collect no IP addresses or personal data. For smaller groups (under 5 people) we don't report at that level to prevent individuals being identified. This is a core design principle — not an add-on.
"Are 12 questions enough or does it need to be a big survey?"
12-25 questions usually suffice. We design together based on your specific focus areas. Long surveys produce lower response rates — we prioritise relevant questions over completeness.
Secure data handling — every step of the way
Employee surveys contain sensitive material. Here is how we ensure your employees' responses are handled securely and in full GDPR compliance.
- Data Processing Agreement (DPA) — We sign a processor agreement as standard before every engagement. You don't need to ask for it.
- EU hosting — All data is stored on servers within the EU/EEA. No transatlantic transfers.
- Anonymisation by design — No IP addresses, no personal data linked to responses. Groups below 5 respondents are never reported separately.
- Data retention — Raw data is deleted after an agreed period (typically 12 months). You receive reports — we do not retain individual-level data.
- No third-party cookies — Our survey tools set no tracking cookies. Response data is never shared with advertisers or third parties.
- Documented processes — We maintain records of processing activities (Art. 30) and documented incident response procedures. Available on request.