Skip to main content

Surveys & Insights

GiftSpark's insights area turns engagement into data — pulse surveys collect feedback, sentiment tracking reads the mood, and a manager dashboard, team health score, and digest summarize what's happening. Recognition tells you who's appreciated; insights tell you how the team is actually doing.

Pulse surveys​

Pulse surveys are short, frequent check-ins rather than a once-a-year questionnaire. Because they're quick, response rates stay high, and the cadence catches changes early. Results roll up so managers can read trends without wading through raw responses.

Sentiment​

Sentiment tracking reads the emotional tone of engagement over time, giving an at-a-glance signal of whether morale is trending up or down. It complements survey numbers with a softer read on how the team feels.

Manager dashboard​

The manager dashboard is the home for people leaders. It brings team participation, recognition activity, survey results, and trends into one view, so a manager can spot a quietly disengaging team member or an overdue round of recognition.

Team health score​

The team health score distills several signals into a single number that's easy to track over time. It's a starting point for a conversation — a dip is a prompt to dig into the underlying surveys and sentiment, not a verdict on its own.

Digest​

The digest periodically summarizes engagement — notable recognition, participation, and trends — so leaders get a regular pulse without having to go looking for it.

Use cases​

  • Catching a problem early — a sentiment dip and a falling pulse score prompt a manager to check in before someone disengages.
  • Closing the loop on feedback — survey themes become visible actions the team can see addressed.
  • Right-sizing recognition — the dashboard shows a team that's under-recognized, prompting a push.
  • Leadership reporting — the digest gives leaders a regular, low-effort read on engagement.

Honest framing​

Insights in GiftSpark are a guide, not a judgment. A health score and sentiment read are signals to start a conversation; they are not a substitute for talking to your team. Treat the numbers as prompts and pair them with the human context only a manager has.

Frequently asked questions​

Who can see survey results? Aggregated results are designed for managers and admins; the goal is trends, not surveillance of individuals.

How often should we run pulse surveys? Frequently and briefly. The value of a pulse survey is the cadence — short and regular beats long and rare.