Ranx's overall score, out of 100. Higher is better. It combines how people rated each area with how much each area matters to them.
70.3
4 categories scored
No sign-up needed
See a company go from survey to results.
Decivium is the Ranx demonstration company. Follow it through every step: Listen, Rank, Drivers, Act, and Lift, then back to the next survey.
This demonstration shows the whole company. In the real app, each leader sees only their own part of the organization, and small groups stay hidden so no one can be singled out.
Employee Net Promoter Score: would people recommend working here? The share who would, minus the share who wouldn't. Useful context, but it doesn't set what to fix first.
-5
Promoters 21.6% · Detractors 26.1%
The share of invited people who answered: 111 of 150.
74.0%
111/150 responses
The share of invited people who opened the survey. Comparing it with the response rate shows whether people saw the survey but didn't finish it.
80.0%
120/150 accessed
The best place to start: it matters a lot to people, the results are clear enough to act on, and there are practical things leaders can do.
Start here
Ready to act
Job Satisfaction
Matters most to people, with room to improve. Career growth, last round's first fix, is now second.
Walkthrough
Pick a step to explore.
Follow the whole path: the survey, what to fix first, why it matters, the plan leaders chose, and whether things got better.
Act
Choose the fixes. Assign the owners. Give them what they need.
Ranx suggests initiatives for each priority, sized by effort and budget. Leaders try different sets, and Ranx shows how much of each priority and outcome they cover. Each chosen initiative then gets an owner, step-by-step tasks on their calendar, and ready-to-use materials that AI drafts and a person approves. Decivium finished its first round of five initiatives in October, and after its fourth-quarter survey adopted the next five on November 1 and assigned them the same day.
Choose the initiatives
Try a scenario. Ranx recalculates as you choose.
Each scenario is a different set of initiatives. Coverage is plain math on the survey results; no AI is involved.
Balanced mix · 5 initiatives
44–66% covered
Effort 10 pts · budget 10 pts
Suggested initiatives
5 selected
01
Build role-based capability pathways
Learning and development · higher effort
02
Introduce quarterly career-growth conversations
Manager practice · lower effort
03
Equip managers to coach, prioritize, and remove barriers
Manager practice · medium effort
04
Run a capacity and demand reset
Work design · medium effort
05
Investigate 2 emerging movement signals
Effort to be scoped
–
Establish a manager one-to-one and feedback standard
Manager practice · lower effort
–
Establish visible career paths and internal mobility routes
Organization and role design · medium effort
Priorities covered
In the same order as Drivers.
P1
Career growth
2 chosen initiatives linked
44–67%P2
Feedback and coaching
2 chosen initiatives linked
58–79%P3
Trust in leadership
Covered indirectly
58–79%P4
Manager effectiveness
2 chosen initiatives linked
58–79%P5
Capability development
1 chosen initiative linked
44–67%P6
Work fit and challenge
Covered indirectly
31–55%Outcomes covered
Through linked priorities.
Thicker band = stronger link; dashed = not confirmed yet. Each outcome's coverage weighs the priorities by how strongly they're linked to it; it doesn't predict how much outcomes will improve.
Ranges show how much of each priority the chosen initiatives address, from a cautious to an optimistic estimate. Trust in leadership and work fit are covered indirectly, through the leadership and work-design initiatives; none is matched to them directly yet.
Around the cycle
Connect your systems, add your brand, take the data with you.
These features sit around every step: where the survey list comes from, whose name is on the survey, and where the results go afterward.
- 1ConnectLink your HR system or CRM once, through Merge, a secure integration service.
- 2Refresh dailyRanx checks for changes every day, at a time you choose.
- 3Review what mattersPeople leaving, new managers, and reorganizations wait for an admin. Small updates flow straight in.
- 4Survey the right peopleEvery survey and every leader's results use the current, approved list.
Comes with HR and CRM connectors. Without them, upload a CSV or Excel file whenever your list changes. What the connectors bring over
Get started
Launch a proven survey program on day one, not next quarter.
Choose a playbook, bring in your people from your HR system, CRM, or a spreadsheet, and let Ranx take it from the survey through to the results.