Your employees want to feel heard without risk, and your leadership team wants actionable takeaways, not a pile of raw results. A third-party creates the trust employees need to speak up and the expertise leaders need to act with confidence.
When a neutral partner manages the survey and reporting, employees are more likely to respond and share meaningful comments.
We use targeted reminders to non-responders and communication support to increase completion rates, including options for teams without email access.
We go beyond simple metrics to uncover the drivers of engagement, satisfaction, and intent to stay, then translate findings into clear priorities.
How employees feel about their work experience and day-to-day reality.
Whether employees see the culture matching your stated values.
How much employees trust leaders and feel informed about decisions and direction.
How well managers support, coach, and set expectations for their teams.
Whether employees see clear paths to learn, grow, and advance.
How sustainable work feels, and where stress or overload is showing up.
Whether employees feel respected, included, and treated fairly.
How likely employees are to remain, and what might push them to leave.
Our team of Voice of Employee professionals, write all survey questions from scratch (or refine what you already use) so the survey reflects your culture, language, and the decisions you need to make.
We handle employee survey communications from start to finish, including a clear invite and targeted follow-ups to non-responders. Combined with third-party confidentiality, this approach typically drives higher response rates than in-house surveys.
Proven Results: Manufacturer Earns 3X Employee Survey Response Rate With Our Third-Party
We use simple analytical techniques like correlation analysis to pinpoint which workplace factors are most strongly connected to outcomes like satisfaction and intent to stay. Then we translate the data into a clear priority framework that shows where change will have the biggest impact so you know where to start first.
You’ll have the option to segment the results by department, seniority, tenure, location, and other groups, while protecting anonymity so leaders can see where experiences differ. We’ll include comparisons that help you understand where you stand and what gaps matter most.
Choose the level of reporting you need, from a topline summary to a comprehensive, presentation-ready slide deck. Every report includes clear recommendations and guidance on what to do next, so you are not left staring at charts wondering how to act on the results.
“The Drive Research team was collaborative, focused, incredibly smart, and organized. They delivered beyond our expectations for our employee survey.”
Rhonda Bennetto
SVP, Ultra Clean Technology (UCT)
We align on goals, internal constraints, reporting needs, and how leadership will use results.
We build a survey that fits your organization, using clear, unbiased wording and question logic that supports analysis.
After receiving contact information, we send employees an email survey invitation followed by reminder emails to any non-responders.
We produce a leadership-ready report with key findings, segment insights, and recommended actions.
We walk your team through what the data means and where to focus first.
A cost-effective approach to employee surveys, without the DIY hassle. Packages starting at $3,000.
Ideal for those who are new to or currently running employee surveys in-house and facing challenges.
We answer everything you need to know from employee survey costs, processes, and benefits to help guide you.
We can conduct a range of third-party employee surveys, including employee satisfaction and engagement surveys, pulse surveys, DEI and belonging surveys, onboarding and exit surveys, eNPS (employee Net Promoter Score) surveys, and more.
Full-service typically includes a dedicated project team, survey design, programming, fieldwork management, analysis, reporting, and a debrief meeting with stakeholders.
Timelines vary by organization size and complexity, but most projects follow a clear sequence.
Yes. We can support fielding approaches for frontline and non-desk teams, such as phone surveys and mail surveys.
Response rates vary based on your industry and company size, but our approach is designed to maximize participation. For instance, our third-party employee survey process generated 3.6x more responses than the same employee survey run in-house.
Yes. Drive Research can break out employee survey results by department, location, seniority, tenure, role type, and other groups so you can see where experiences differ and where to focus. To protect anonymity, we apply minimum reporting thresholds and will not report results for groups that are too small, or we’ll roll them up into a higher-level category.
Drive Research employee surveys benefit HR leaders, People Operations and Talent leaders, CEOs and COOs at growing organizations, and DEI leaders and culture owners. This service is a fit for organizations that want reliable, defensible insight and leadership-ready reporting.
Cost depends on employee count, segmentation needs, survey length, reporting complexity, and timeline. Share your expected budget and goals, and we’ll recommend an approach that fits.
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