Playbooks

See what Ranx can run.

These are the playbooks Ranx runs in the app: the same surveys, sections, and counts. Open any of them and take the survey the way your respondents will, starting with the ranking.

Playbook library

Choose who you're listening to.

EX Recurring

Continuous Engagement Pulse

Decide what needs attention between larger employee surveys.

2-4 min5 measuresRanks 2 sections

Monthly Take the survey

EX Recurring

Quarterly Engagement Pulse

Choose where to focus your next quarter of employee improvements.

4-8 min10 measureseNPSRanks 4 sections

Quarterly Take the survey

EX Recurring

Manager Effectiveness Pulse

Find where managers need support and development.

2-5 min8 measuresRanks 2 sections

Quarterly Take the survey

EX Recurring

Frontline Burnout Pulse

Find what would make frontline work more sustainable.

2-6 min5 measures1 open-text promptRanks 2 sections

Suggested: every two weeks Take the survey

EX Lifecycle

30-Day Onboarding Check-In

Find what new hires need after their first month.

3-7 min6 measures1 open-text promptRanks 2 sections

30 days after hire date, once configured and activated Take the survey

EX Lifecycle

Post-Reorg Listening Sprint

See what employees need after a reorganization and what changes next.

3-8 min9 measures1 open-text promptRanks 2 sections

Baseline near announcement; follow-up due 45 days after baseline opens Take the survey

EX Manual

Annual Engagement Baseline

Set employee experience priorities for the year ahead.

11-23 min24 measureseNPS1 open-text promptRanks 6 sections

Annual Take the survey

EX Manual

Annual Benefits Prioritization

Decide which benefits to invest in, improve or protect.

2-6 min10 optionsRanks 10 options

Annual, before benefits renewal or budget planning Take the survey

EX Manual

Exit Survey

Learn what departing employees would change.

4-9 min7 measures2 open-text promptsRanks 2 sections

Suggested: about two weeks before departure Take the survey

EX Blank

Build your own

Start without preset questions. Build your question set, choose the audience and configure the survey's launch settings. Use this when an existing playbook does not fit the decision you need to make.

No template, your schedule Start a pilot

3-8 min
9 measures
1 open-text prompt
2 sections

Starts with ranking: respondents put the 2 sections in order of importance before they answer.

Take the survey

The same survey your respondents get. Nothing you enter is saved.

See the 90-day pilot plan for this playbook

What it is

Two surveys about organizational change, each with 9 rating questions and one written-response question. Start the baseline near the announcement; the follow-up is due 45 days after the baseline actually opens. Compare clarity, trust, fairness, voice, confidence and intent to stay.

Best for

Teams reviewing employee experience after a reorganization, workforce reduction, leadership change or major strategy change.

Not for

Routine employee listening without a specific organizational change to review. Consider Continuous Engagement Pulse instead.

What you'll need

Employee source

Driver focus

Change readinessLeadership credibilityPerceived fairness

Industry fit

All industries

Program steps

Post-Reorg Listening SprintOpen the baseline survey near the announcement, ideally within the first week.
Post-Reorg Listening SprintFollow-up is due 45 days after the baseline actually opens. Automatic release requires an active program and a closed baseline.

What's inside

How the change is landing 5 measures
- How clear is the reason behind the recent change?
- How clear is how your role fits in the new structure?
- How clear has leadership's communication been about the change?
- How confident are you that the new structure is a step in the right direction?
- The change was handled fairly across teams I know about.
Trust, voice, and confidence 4 measures
- I trust leadership to make good decisions during this change.
- I feel my voice is being heard during this transition.
- How confident are you that this organization is heading in the right direction?
- How likely are you to still be at this company six months from now?
One last open prompt Open text
- What is one question about the change you still need answered?

Why this helps

Use the same questions before and after employees have had time to experience the change, with a follow-up due 45 days after the baseline opens.