The exit interview is too late to start listening

Listening that starts at onboarding, protects a four-person department, and holds up in front of your board.

4.7 / 5 on G2, Spring 2025

Trusted by teams at
MedRiteBausch HealthAujan Coca-ColaRobertshawAstra Service PartnersBayportGarrett
Start

Employee engagement software for your healthcare survey

  • You do not start from a blank page. A library of research-backed questions mapped to engagement drivers and benchmarks, plus templates for onboarding, exit, wellness, leadership and lifecycle, from five or six questions to around forty.
  • Someone helps you design it, inside the subscription. Onboarding, survey design help and people-science advisory come with the plan, not as paid extras, whatever your headcount, with the Customer Success team alongside you from kickoff to results.
  • Care staff often have an email they never open. A QR link, SMS and WhatsApp for phones, email for admin; SMS and WhatsApp need a mobile number with country code on file, worth checking before launch.
How the platform reaches deskless teams
Trust

A four-person team is the real problem

  • A group under the threshold is suppressed entirely. The cell is not rendered: no partial score, no blurred score, so splitting a clinic into small teams never becomes a way to read one person’s answer.
  • A suppressed team’s answers still count in the organization-wide result. Responses are collected either way. Raising the threshold changes only when a group becomes visible on its own, never whether its people are heard.
  • The numbers are published, and small departments can be grouped. Dashboard cuts need five respondents, hard floor three; a survey report opens at three. Several can report together as one business group, enabled by your CultureMonkey contact.
How anonymity is designed
Neutral

It has to feel arm’s length

  • Surveys run on a system that does not hold their file. Answers arrive through a link with no login, separate from payroll and HR records, so people can answer honestly, with suppression applied to every cut.
  • Promise only what the platform can actually keep. On an anonymous survey no role, super admin included, can link a response to a person, and the thresholds hold on the guest links a board member opens.
  • Free-text comments can be hidden from managers entirely. People and culture read them first; the switch is account-wide, every manager at once, and there is no moderation step: what someone writes is what is stored.
What managers see, and when
Model

Employee engagement software that fits a care group

  • Model pods, service lines and sites as they are. Locations, teams and sub-teams, business units and groups, and custom attributes for anything your HR system will not hold, all usable as filters and report dimensions.
  • Each site sees only its own results, by scope. A sub-admin is bounded to their locations, teams or business units and cannot filter out of it; admins can preview exactly what any site lead will see before rollout.
  • Decide who is in the population before launch. Self-employed clinicians, franchise staff and contractors are a scoping decision, not an afterthought, and care groups routinely run well-defined surveys around exactly these boundaries.
Running programs across sites
Site lead statistics18 site leads
mNPS and bucket per leader · latest cycle
A. Foster
Team of 14 · Outpatients
+52
Manager NPS
Hi-pot
Site lead 3 of 18 · latest cycle
Cadence

Start with the moments, not the annual

  • Onboarding and exit surveys fire from the employee record. Joining and separation dates trigger each stage automatically, so a new starter at any site is asked on time without HR remembering, and reminders go to non-responders only.
  • By the time a resignation letter arrives, the moment has passed. Early-tenure check-ins and separation surveys are listening earlier, not prediction. The value is hearing a fixable problem while the person is still in the building.
  • You do not have to replace your annual survey. Keeping an annual program your executives value and adding onboarding and exit listening around it is a legitimate way in, and the two do different jobs.
Lifecycle surveys in depth
Board

What you take to the board

  • An executive summary someone outside HR can read. Participation, engagement score, eNPS, drivers and priorities, as PDF or DOCX, generated from any ended survey. The finer print lives in the FAQ below.
  • Board members can read results without a license. Guest access is a read-only link with no sign-in, thresholds still applied. Guests cannot export, and only a full account admin can create the link.
  • Healthcare is an explicit benchmark industry, below the median. The published set puts healthcare at 3.72, under the 3.92 global median. Your comparator is your industry and, where data supports it, your size band.
How the peer group is built

Bring your smallest department and your site list. We will show you exactly what its report looks like.

In their words

Hear it from people leaders

Mollie Mock Kaufman, Director of Talent Development & Training at United Bank
CultureMonkey made it easy to automate our employee engagement surveys while still giving us the flexibility to customize them. Their real-time data analysis, combined with insights from the People Science team, helped us uncover key focus areas, align our strategy with industry benchmarks, and strengthen our leadership development efforts.
Mollie Mock KaufmanDirector of Talent Development & Training · United Bank
View case study
Heather Kane, Change Management & Engagement Lead at Robertshaw
QR codes, multilingual support, and open comment analysis helped our managers understand culture deeply and have more meaningful conversations, something that was not possible before.
Heather KaneChange Management & Engagement Lead · Robertshaw
View case study
Elizabeth Egan, Director of Talent Management & Organizational Development at Cerence AI
CultureMonkey is able to translate that accordingly, not just a translation you might get on Google, but one that is actually utilized in each language, understood as the question is intended to be understood. And that is done by the employee choosing the language they would like to take that survey in, which is a really big difference maker.
Elizabeth EganDirector of Talent Management & Organizational Development · Cerence AI
View case study
Proof

The science behind it is real, and recognized

15

drivers in the research-backed framework your engagement surveys score against

10M+

employee data points behind the benchmarks and sentiment models

4.7/5

average rating from HR leaders on G2

G2 High Performer, EnterpriseG2 Momentum LeaderG2 Fastest ImplementationISO 27001 certifiedSOC 2 Type IIGDPR compliant

Go deeper on our methodology, intelligence, and benchmarks, or start from the People Science overview.

FAQ

Employee engagement software for healthcare: FAQs

Getting started

Where a team that has never done this begins.

We have never run an employee survey. Where do we start?
Start smaller than you think: a short survey built from the question library, mapped to engagement drivers, sent to everyone at once. Survey design help and onboarding are part of the subscription, and implementation typically runs about five weeks. The working pattern is one clear first survey, results read honestly, and one or two visible actions before you survey again.
Who writes the questions?
You do not have to. The platform carries research-backed questions mapped to drivers and benchmarks, with templates covering onboarding, exit, wellness, burnout, work-life balance, recognition, leadership and tenure, and the Customer Success team helps you design the survey during onboarding. You can edit any question or write your own; custom questions sit outside the external benchmark comparison.
How long does it take to get results?
Implementation runs about five weeks from signature to launch. Once a survey closes, results are on the dashboard immediately, and a report opens as soon as a group crosses its response threshold, three responses on an anonymous survey. Short pulse surveys give faster reads between cycles, and multi-channel reminders lift participation.
How much does it cost?
Pricing is based on the number of employees and the level of support you choose; onboarding, survey design help and people-science advisory are included rather than sold separately. There is no self-serve trial or sandbox today, so ask for a quote against your actual headcount. Plans and details are on the pricing page.
Can we not just use a free survey tool?
You can, and many groups start there. The difference shows up at reading time: a spreadsheet-backed form has no response threshold, no identity separation and no benchmark, so small-team answers are either exposed or unusable. Purpose-built engagement software enforces suppression, compares you with your industry, and chases non-responders automatically.

Small teams

The question every healthcare call asked: the four-person department.

What happens to a department with only four people?
Its results are suppressed entirely: below the threshold the cell is not rendered, and there is no partial score and no blurred score. By default a dashboard cut needs five respondents, hard floor three, and an anonymous survey report opens at three responses, so no combination of filters can isolate one person.
Do small teams' answers still count?
Yes. Responses from a suppressed team are still collected and still count toward the wider organization result. The threshold changes only when a group becomes visible on its own, not whether its people are heard. Raising it hides more small teams from managers; it never throws honest feedback away.
Can we group small departments together?
Yes. Several small departments can be assigned to one business group or business unit and reported at that level, which is the documented answer for a front desk of four that still deserves a report of its own. Business groups are switched on by your CultureMonkey contact rather than self-serve, so raise it during onboarding.

Our organization

Pods, sites, franchises and the people who are not employees.

Can each clinic or site see only its own results?
Yes. A sub-admin, a site lead or a regional manager, is scoped to their own locations, teams or business units and cannot filter beyond that scope. Configure it deliberately: a sub-admin with no scope selected sees all employees. Admins can check what any manager will see before rollout.
What about self-employed clinicians or franchise staff?
Decide before launch who is in the survey population. People on your employee list can be surveyed and segmented however you model them; franchise employees and self-employed clinicians are typically outside it unless you add them. For legally separate member organizations, the working pattern is one account with scoped access; go further with your CultureMonkey contact.

Running it

Cadence, coexistence with an annual survey, and the one-person case.

Can we keep our current annual survey and add onboarding and exit surveys?
Yes, and it is a legitimate way to start. Lifecycle surveys trigger from joining and separation dates on the employee record and run alongside whatever annual survey you keep. The two do different jobs: the annual is the deep baseline, and the lifecycle layer catches people at the moments that decide whether they stay.
Can we send an exit survey to one person who is leaving?
Not as a lifecycle survey. Picking specific employees is not supported, by design: the audience is recalculated from date rules on every run. The documented route for one named leaver is a regular custom survey. Stages are month windows sending once per person, and QR-only delivery is switched off for lifecycle surveys, so every person needs a real contact route.

Results

What leaves the platform and lands in front of a board.

What can we show our board?
An executive summary covering participation, engagement score and eNPS; today a beta feature for super admins on ended surveys. A read-only guest link lets board members open a report with no sign-in, thresholds applied, no exporting. The published healthcare benchmark, 3.72 against a 3.92 global median, is the outside reference, and the case that culture drives performance is well documented.
What exactly is in the benchmark comparison?
An aggregated reference set, not live competitor data, covering the standard drivers and eNPS only; custom questions have no external comparison. The industry is an account-level setting, one at a time, and there is no sub-sector cut: a private clinic is compared with healthcare at large, alongside your size band and region where the data supports it.

Bring your team sizes and your board’s questions

A working session on your sites, your smallest departments and what your board needs to see. No pressure to replace anything you already run.

ISO 27001·SOC 2 Type II·GDPR·★★★★★ 4.7/5 on G2