---
title: "Other Feature Details for Be Heard Surveys"
url: "https://terryberry.productfruits.help/en/article/other-feature-details-for-be-heard-surveys"
language: "en"
last_updated: "2026-02-02T16:32:12.096Z"
---

# 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.

**Identifiable Data**  
Admin settings control visibility of identifiable responses. Identifiable data is excluded from anonymous surveys and permanently deleted after survey close.