Put these in order of their importance to you.
- Career Growth and Development
- Job Satisfaction
- Manager Effectiveness
- Leadership and Future Outlook
Decivium's 122 respondents weighted Career Growth and Development 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 it worked.
67.1
Net Ranx scoreout of 100
75.3%
Response rate122 of 162 invited
Decivium Quarterly Engagement Pulse
Q2 2026 · sample company, made-up data
Open demoWhat people said matters most
122 responses · shares of 100%
32.8%31.5%21.2%14.5%
Fix first · priority score
- 1
Career Growth and Development12.1
- 2
Job Satisfaction10.0
Lift
Biggest team gain since Q1: Data Advisory
+2.9
Why it matters
When good people quit, you pay for it three times.
First in hiring, then in the work that slips while the seat is empty, then in results your customers notice. Many reasons people give for leaving are things an employer can change, like room to grow, their manager and their workload. The hard part is knowing which one to fix first.
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
Every person you keep saves about $12,600 in replacement cost alone. Ranx runs $4,320 to $38,400 a year, so keeping one to four people pays for a year on any plan.
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.
The typical cost to replace one employee, across 27 case studies.
Center for American Progress, 2012Teammates absorb the work, managers interview instead of manage, and a new hire needs months to reach full speed.
Across 110 studies, organizations that lose more people do worse. The effect is clearest on customer satisfaction and quality, and it also shows in productivity and financial results.
Park & Shaw, Journal of Applied Psychology, 2013Why Ranx Most surveys stop at a score. When people rate everything, everything looks important, so leaders get forty numbers with no order and nothing visibly changes. Ranx asks people to put what matters in order. You know where to start, who owns the fix, and whether it worked.
See the researchQuarter 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: up a point in a year, with a dip in the last quarter. Real change is gradual, and 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.
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 people“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, RanxAct 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 min 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
30-Day Onboarding Check-In
Find what new hires need after their first month.EX
Exit Survey
Learn what departing employees would change.EX
Post-Reorg Listening Sprint
See what employees need after a reorganization and what changes next.EX
Annual Benefits Prioritization
Decide which benefits to invest in, improve or protect.
Case 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.
Security and privacy The sample company's executive presentation (PDF)
Next five customers
What you get
- The 90-day pilot at half price.
- Then 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.
You set a minimum group size. Smaller groups stay hidden so no one can be singled out.
Rankings come from math you can check. AI helps explain the results, and people make the decisions.
Ranx informs, ranks, and recommends. Your organization decides what to do.