Employee Experience

Understand how your people feel and give them a voice. Employee Experience combines pulse surveys, 360-degree feedback, questionnaires, and engagement analytics to help you build a workplace where people thrive.

Overview

Employee experience is not a once-a-year survey — it is a continuous practice. ILPapps brings together multiple feedback channels so leaders can listen, measure, and act on what matters to their people, all year round.

Key Features

Surveys & Questionnaires

• Custom questionnaires — Build surveys with multiple question types tailored to your needs.
• All Surveys view — Employees can browse and participate in all active surveys from one place.
• Survey Dashboard — Admins see response metrics, completion rates, and trends at a glance.

360-Degree Feedback

• Multi-rater feedback — Collect feedback from peers, managers, direct reports, and self for a complete performance picture.
• Anonymity options — Configure anonymous or attributed feedback based on your culture.
• Aggregated reports — See strengths and development areas across all raters.

Pulse Surveys

• Quick engagement checks — Short, frequent surveys to gauge team morale and engagement.
• Trend tracking — Monitor how engagement changes week over week or month over month.
• Actionable insights — Identify teams or topics that need attention before they become problems.

Engagement Analytics

• Engagement Dashboard — Aggregate view of all engagement signals: CFR activity, survey responses, recognition, and more.
• Employee Dashboard — Individual employees see their own engagement metrics and participation history.
• Reports — Generate detailed engagement reports for leadership reviews.

Getting Started

1. Navigate to Surveys from the sidebar (admin access required for creation).
2. Create a Pulse Survey with 3–5 quick questions about team morale.
3. Set up a 360 Feedback cycle for your next performance review period.
4. Review the Engagement Dashboard to see baseline metrics.
5. Share results with managers and create action plans.

Best Practices

• Run pulse surveys monthly — short and frequent beats long and rare.
• Act on survey results visibly — if people see nothing changes, they stop responding.
• Use 360 feedback for development, not punishment — frame it as growth.
• Combine survey data with CFR metrics for a holistic view of employee experience.