Personalize engagement surveys and predict where and why employee turnover might occur in your organization.

1. The Smart Survey Tool

2. Traditional employee
satisfaction and
engagement surveys
don’t work.
How do we know?

3. Employee engagement
levels have not
improved a bit in the
past 15+ years.
Source: Gallup Inc.

4. New approaches are clearly needed in
improving employee engagement that
result in better outcomes for users.

5. Pulse surveys have
solved part of the
problem by providing
more actionable, real-
time data.
However, they can’t
solve the whole
problem.

6. Why?
The short answer is:
because people are
not robots. Humans
are beautifully
complicated beings
with diverse needs.

7. The long answer is:
We know from
decades of
psychological
research that
engagement is related
to values.

8. If a person’s values
are aligned with an
organization’s, they’re
more likely to be
engaged and
productive, and more
likely to stay at the
company.

9. We also know from
research that values
are a product of one’s
socialization and
personality, and that
values are
preferential.

10. In other words, people are extremely diverse
in what they value most, and therefore in
what makes them engaged at work.

11. But current survey tools don’t take that into account.
Regardless of what an organization’s or a person’s
values are, they ask everyone the same questions.

12. Attuned’s 10-minute
onboarding
assessment, developed
by I-O psychologists,
measures values to
send everyone
personalized
engagement survey
questions, based on
what they value the
most.

13. For example, if you care
most about helping others,
having autonomy, and being
the best at what you do,
you’ll get engagement
survey questions designed to
measure if your work allows
you to live out these values.

14. This way, companies
can measure what
matters, which also
results in better user
experience: no one has
to answer questions
about things that don’t
matter to them. Users
feel the surveys are
attuned to their needs.

15. To make Attuned even
smarter, we developed
machine learning
algorithms based on
outcome data to
predict where and why
unwanted employee
turnover might occur in
an organization.

16. We developed these algorithms through one year of
research, measuring people’s values, the extent to which
they were aligned with their organization’s, and whether
they resigned or stayed at the company.

17. This predictive analytics feature allows companies to focus
their actions and resources on the areas and teams that
represent real risk, and thereby meaningfully improve
employee engagement in a targeted, cost-effective way.

18. Our approach has been awarded at the Wharton People
Analytics Conference and the HR Tech World Congress.

19. Our first clients have been fast-growing startups and consulting
firms, but pilots are also underway at Fortune 500 corporations.

20. "We’ve just started to use the team reports. I like this
short and meaningful comparison of the motivational
factors within our teams. Easy to use on a daily basis!"
HR consultant, Optoforce
"This is amazing."
Managing Director, Goodpatch
www.attuned.ai