Put these in order of their importance to you.
- Job Satisfaction
- Career Growth and Development
- Manager Effectiveness
- Leadership and Future Outlook
Decivium's 111 respondents weighted Job Satisfaction highest. Try the ranking step
Employee engagement and retention
Next quarter, fix what your people ranked first.
Losing good people is expensive, and the reasons they leave are often fixable. In about three weeks, Ranx shows you what your people value most and what to fix first. Your leaders name an owner for each fix, and your next survey shows whether plans to stay and engagement went up.
Decivium Quarterly Engagement Pulse
Q4 2026 · sample company, made-up data
Open demoWhat people said matters most
111 responses · shares of 100%
32.2%31.2%21.7%14.9%
Fix first · priority score
- 1
Job Satisfaction9.8
- 2
Career Growth and Development9.7
Lift
Would recommend working here: eNPS −15 to −5 since Q2
+10
Why it matters
When good people quit, you pay for it three times.
-
HR and recruiting About 21% of a year's pay to replace one person Center for American Progress, 2012
-
Operations Teammates cover the empty seat while a new hire gets up to speed
-
Revenue and profit Performance drops across 110 studies, most clearly with customers Park & Shaw, Journal of Applied Psychology, 2013
Your numbers
What a year of resignations costs a company your size
- Your turnover costs
- $1,764,000 a year, as 140 people leave
- Each point of turnover
- $126,000 a year at your size
- At the professional services high
- +$1,713,600 more a year at your size
Each resignation costs about 21% of a year's pay, the median of 27 case studies; this uses $60,000 average pay. Industry rates are 2025 quits from the U.S. Bureau of Labor Statistics, the average monthly rate times 12. BLS reports finance and insurance on its own, and counts consulting, engineering, accounting, legal and IT services with staffing and administrative services.
What Ranx is worth at your size
Ranx works on the reasons people leave, shown below. If that takes your turnover down even a little:
- Turnover down 1 point 14% to 13% $126,000 a year, as 10 more people stay 7× the suggested plan's price
- Turnover down 2 points 14% to 12% $252,000 a year, as 20 more people stay 15× the suggested plan's price
- Turnover down 3 points 14% to 11% $378,000 a year, as 30 more people stay 22× the suggested plan's price
Suggested at your size
Ranx Pro with Act and Lift Essentials at $16,800 a year: the smallest setup that gives each fix an owner and shows whether it worked.
90-day pilot: $874 a month, half the monthly price. Cancel any time before day 91.
Not counted: engaged, satisfied people do better work, and at your size each 1% more output from them is worth about $600,000 a year, 1% of your payroll. People who'd recommend working here bring referrals, and referred hires quit less.
Scenarios, not a promised result; Ranx's next survey shows whether plans to stay moved. The suggestion is a starting point, since what you want after the results matters more than headcount; prices are annual list prices. Break-even, in people kept a year: one for Starter, two for Pro or Business, four for Enterprise.
How Ranx moves it
Retention follows the reasons people leave. Ranx shows which to fix first.
Most surveys stop at a score, and when people rate everything, everything looks important. Ranx asks people to put what matters in order, so you know where to start, who owns each fix, and whether it worked.
The reasons are mostly fixable
- 63%
Room to grow
of people who quit in 2021 said having no chance to advance was a reason.
- 57%
Respect
said they felt disrespected at work.
- 60%
Their manager
less turnover predicted when a manager in the bottom tenth on people skills is replaced by one in the top tenth.
Low pay tied for first, at 63%. If pay ranks first with your people, Ranx shows that too.
Parker & Horowitz, Pew Research Center, 2022 · Hoffman & Tadelis, Journal of Political Economy, 2021What Ranx tracks, and what it leads to
- Plans to stay
What people say about leaving predicts who leaves better than almost anything else measured.
Griffeth, Hom & Gaertner, 2000Fewer resignations Priced above, at your size -
More from the people who stay Better work, same payroll
- Would recommend working here
Referred hires are less likely to quit.
Burks et al., 2015Better hires Referrals who stay longer
Quarter by quarter
Your first year, from survey to results.
Each quarter ends with something done, and the next one builds on it. Every screen below is real Ranx from our sample company: click one to try that step, no sign-up.
Net Ranx is one 0–100 score, weighted by what matters to your people. These are the sample company's last four quarterly pulses: close to flat for three, then up 3.2 points once its first fixes had run. Lift shows what didn't move as plainly as what did.
Every quarter runs the same loop: Listen, Rank, Drivers, Act, Lift. See how the loop works
- Your 90-day pilotQuarter 1Know what to fix first.
Your people rank what matters to them. Ranx turns it into the first fix, with the evidence behind it.
- Day 21Ranked list
- Day 30Owners
- Day 75Review
- Day 90Next round
- Quarter 2Choose the fixes.
Leaders choose initiatives for what people ranked. On Business and Enterprise, each owner gets a ready-to-use pack: guides, plans, and a deck.
See what an owner gets - Quarter 3See what moved.
Lift shows what changed after each initiative, area by area, and says so when nothing did. Its first read comes with the survey after an initiative has run six weeks.
Try it in the demo - Quarter 4Take it to leadership.
A leadership-ready deck from your own results: the evidence, the options, and the decision.
See the sample deck (PDF)
Half price for the first three months. Cancel any time before day 91.
Act and Lift: included in Business and Enterprise; Act and Lift Essentials add-on on Pro. On other plans, keep the owners and dates in your own tracker.
Already run an annual survey?
Keep it. Ranx works the months in between.
An annual survey tells you how people feel once a year. It leaves open what to work on first, who owns it, and whether it moved before next year's results arrive.
- What stays
- Your annual survey, its calendar and its history. Nothing has to be switched off to start.
- What Ranx adds
- A quarterly pulse that takes 4–8 minutes to answer. People put what matters in order, so in about three weeks you know what to fix first.
- What leaders get
- An owner and a date for each fix, and the next pulse shows whether it moved, months before the next annual results.
Ready-made programs
Start with a proven program, not a blank survey.
Each playbook comes with the questions, who to ask, and the reports and action plans that follow, so your team can start right away.
EX
Quarterly Engagement Pulse
Choose where to focus your next quarter of employee improvements.EX
Manager Effectiveness Pulse
Find where managers need support and development.EX
Exit Survey
Learn what departing employees would change.
Browse playbooks
EX Employee Experience
Each person ranks what matters most before rating anything, and their ranking sets their own weights, using a published method anyone can check. Categories and questions arrive in a freshly shuffled order for each person.
See the methodEmployee results never show for a group with fewer than 5 responses, and you can raise that minimum. Each leader sees only their own part of the organization, and a minimum promised to respondents can only go up.
How we protect peopleRankings come from math you can check, and AI never changes them. AI helps explain the results; Ranx informs, ranks and recommends, and your organization decides what to do.
How Ranx uses AICase study customers
Prove the Ranx method in your company, and pay less for it.
Join the next five companies to put Ranx to work and share what changed. We feature your story here, and you get preferred terms in return.
“Most engagement surveys end with a page of averages and maybe a leadership debate about where to start. I built Ranx so your people's ranking settles the debate, and so the decision to act is supported by outcomes-focused initiatives and a clear plan on how and what to measure next to see where you improved.”
Chris LandonFounder, RanxNext five customers
What you get
- After the standard half-price pilot, 20% off your plan and add-ons through month 24, or your first two invoices on annual billing.
- Your price locked for three years.
- A product call each quarter in your first year, so your team shapes what we build next.
Your part
- One measured result by month six, written up as a short case study we feature here.
- Your logo on our site and up to four reference calls a year.