Other Feature Details for Be Heard Surveys

This section is a reference, not a step-by-step guide.

Here, you will understand what each feature offers, which tiers support it, and how it connects with other parts of the platform.

AI Survey Builder

Powered by OpenAI to generate survey questions from a written prompt. The tool analyzes objectives and produces tailored surveys in seconds. It blends template efficiency with customization flexibility, reducing effort while keeping quality high.

Research-backed Templates by Be Heard

eNPS and Retention
A two-question baseline survey measuring sentiment and likelihood to recommend the organization. Provides a quick snapshot of overall sentiment and retention risk.

Engagement Baseline
An annual survey covering six key indicators of engagement. Used to establish benchmarks across the organization and track changes over time.

Engagement Baseline (Legacy)
An earlier version of our Baseline. Retained for organizations continuing legacy comparisons or maintaining historical continuity.

Belonging Drill Down
A survey with questions on belonging, designed to explore inclusion and connection as key engagement drivers.

Empowerment Drill Down
A survey with questions centered on empowerment. Helps organizations assess how supported employees feel in decision-making and ownership of work.

Equity Drill Down
A survey with questions addressing organizational equity. Captures employee perspectives on fairness and equal opportunity.

Leadership Drill Down
A survey with questions examining leadership effectiveness. Provides feedback on communication, trust, and vision alignment.

Purpose Drill Down
A survey with questions exploring employee sense of purpose. Measures alignment between individual roles and organizational mission.

Wellbeing Drill Down
A survey with questions evaluating employee well-being. Covers stress, balance, and overall workplace health.

Benefits
An ad hoc survey with questions used to measure satisfaction and understanding of compensation and benefits programs, including prioritization of offerings.

Remote Work Check-In
Questions tailored to remote work. Identifies challenges, opportunities, and employee perceptions of working outside the office.

Disaster Response
Questions assessing communication, support, and resilience during disruption. Helps organizations identify gaps in crisis response and opportunities for improvement.

Learning & Development

Questions ad hoc survey designed to evaluate employee perceptions of training and growth opportunities. Helps identify areas for skill development, spot critical gaps, and measure the effectiveness of learning initiatives.

Corporate Social Responsibility (CSR)

Questions ad hoc survey that measures awareness and perceptions of CSR practices. Links responses to business goals and helps assess how employees view the organization’s role in broader social impact.

Tags and Trend Tracking

Survey Tags
Each survey can be labeled with custom tags. Tags define type and create consistency for comparisons over time.

Trend Analysis
Tags allow results to be grouped across multiple survey cycles. This makes it possible to monitor changes in engagement, well-being, or other focus areas, even when the individual surveys differ.

Report Filtering
Tags serve as filters in survey reporting. Managers can isolate results by survey type and identify recurring patterns or shifts across the organization.

Dimensions and Attributes

Dimensions
Organizational categories such as department, tenure, location, or manager. Dimensions create structure for analyzing survey responses by group.

Attributes
Specific identifiers applied within a dimension. For example, the “Department” dimension may include attributes like Sales, HR, or Engineering.

Consistency
Use consistent naming to prevent duplicate categories. Standardization ensures accurate filtering and clean reporting.

Filtering
Dimensions and attributes can be applied as filters in reporting dashboards. This enables managers to compare engagement trends across groups and identify differences in experience or sentiment.

Anonymity and Privacy

Group Size Rules
Anonymous surveys require a minimum group size of six before results display. Default thresholds protect confidentiality.