What is elli
Know today whether your people are ready for tomorrow
elli measures how your people are doing, explains why, and turns it into action. You choose which KPIs and drivers you follow, per team and per segment, continuously instead of once a year.
That way you see risks coming, you know whether your organisation is ready for what is heading its way, and you can steer today.
No credit card, instant access.
Four steps. It is the second one that almost always gets skipped.
Measure
Short, targeted surveys per team, continuously instead of once a year.
Understand
Which driver accounts for the score, and with which group of people.
Improve
Actions with an owner, ordered by impact instead of by gut feeling.
Re-measure
Whether it actually moved, and where the next wave starts.
Most tools measure something and offer a tip. What sits in between, which driver causes it and with whom, you have to work out yourself. Every action then stays a guess. That is exactly where elli is different, and why that step gets the most room here.
Measure: short surveys people actually fill in
Not an eighty-question survey to everybody, but eight or so targeted questions about what matters for that team right now, in Dutch, French and English. You pick from thirteen question modules, grounded in research (Job Demands-Resources, Self-Determination Theory). A module is what you send out; the drivers further down are what gets measured from it.
elli proposes your next survey itself
Based on your weakest drivers and the coverage gaps from the previous cycle: "Work Design & Autonomy scored 46, your lowest domain; a twelve-question deep dive is worth it here." You choose, you adjust, you launch.
Everybody can take part, including people without a work mailbox
One secure link, no login, no app. In production, care and logistics that is the difference between measuring thirty per cent of your organisation and measuring all of it.
You follow the response rate live, and elli warns you when the picture is too rosy
You do not just see that 79% responded, but also that the non-respondents sit mostly in your lowest-scoring team, so your picture is rosier than reality. One click sends a reminder to everybody who has not answered yet.
Privacy is a design choice, not an appendix. Individual answers are never visible. Results appear only as group averages from five respondents up, pseudonymised, GDPR-compliant.
Understand: where it comes from and who it sits with
A score tells you that something is wrong, not what and not with whom. elli lays four layers over each other until you do know.
Where you stand: your KPIs and the drivers underneath
You choose which outcome KPIs your organisation follows. Three in this example: engagement, resilience and burnout risk. For the first two higher is better, for the third lower is better. Underneath sit the drivers that account for the KPIs, grouped into domains; seventeen drivers in six domains in this example. Wellbeing runs right through them, from workload to recovery.
How connected people feel to their work and to the organisation.
Whether people can take pressure and change, and recover from it.
Early signals of overload and exhaustion, per team.
elli measures AI readiness as a domain of its own, with its own survey and its own page. It belongs to the question of whether your organisation is ready for change, not to the KPIs you follow continuously.
Every score comes with context in plain language: your trend, your teams and the domain that is the brake. Gaining one point on your weakest domain weighs more than one point on your strongest. elli says so too: start where the gap is biggest.
Why it moves: the map that shows where investing pays off
For every driver, elli calculates how strongly it hangs together with your KPIs. A strong link is a lever; a weak one will not shift your outcome.
An important nuance: a low score is not automatically a priority. Workload can score lowest and still barely relate to your engagement; putting energy in there then pays off very little. The map plots score against strength of link and sorts your drivers into four zones: invest, protect, park and the rest. What you are looking for is in the top left.
Who with: segments instead of averages
An average describes a reality nobody actually experiences. elli groups employees into segments: groups who experience their work in a similar way. Per segment you see which drivers set them apart, where they stand and how they move across the waves. Pseudonymised, at least five per segment.
"The bottom two segments are not a culture problem. It is a work-design problem concentrated in one place. 243 of the 312 people in the Exhausted segment work in Production, and recovery between shifts is the only driver that sets them apart. One unmet resource drains the same team twice, so protected recovery between shifts improves two segments at once. A broad engagement campaign would miss them entirely."
That is the difference between a campaign and an intervention.
Which way it is going: trends and open answers
Not how your organisation scores, but which team has been moving the wrong way since the previous wave. Alongside that the open answers, bundled by theme: the context a number never gives you.
Improve: every action has a reason
elli generates actions straight from your data, and every action says what it follows from: from a correlation, from a low score or from a segment. That makes a recommendation traceable instead of a tip.
Every action gets an owner, a department, a status and a progress. You decide which team leaders see which actions, and you hide what you are not picking up. elli warns you when an action still has no owner: those are exactly the ones that quietly stall.
Tackle first
Biggest gap and strongest link with the KPI.
Strengthen
Solid impact, average score.
Protect
High impact, already strong.
Monitor
Keep an eye on it, no lever right now.
After that you re-measure with a short follow-up survey and see whether the chosen levers actually moved: the same questions, the same drivers, so the difference means something.
What you get in your hands
Alongside the live dashboard you get a report you can hand to your leadership team as it is. Four parts:
Findings: where engagement, resilience and burnout risk stand today, company-wide and per department, with the driver scores in one overview.
Causes: the strongest drivers per KPI with their correlation, how the KPIs relate to each other, the departments on the map, and the segments with, per segment, the drivers that deviate most from the company average.
Proposed actions: one action plan across the KPIs, split into tiers, with concrete initiatives per lever and a phased roadmap in waves.
Follow-up: the follow-up survey, scheduled around three months after the first wave starts, which checks whether the levers actually moved.
Not a report you wait weeks for: an analysis that shows where to start and why exactly there.
Everybody sees what they need, and nothing more
All KPIs, teams, drivers, segments and actions · example figures
No view of other teams · example figures
The full picture: all KPIs, teams, drivers, segments and actions.
Their own team and the drivers that set the risk there. No view of other teams.
A private view of their own answers and what they mean. People who get something back fill in the next survey again.
On top of that an assistant you can simply ask a question: why is Operations at risk? or what do I tell my leadership team?
What you need to get started
Live in a day
Pick a survey, import your people or connect your HRIS, check and launch. No implementation project, no consultant.
Dashboard from fifteen responses
Your first dashboard opens at fifteen responses, not after a month of fieldwork.
Three languages
Dutch, French and English.
Integrations
Personio, Microsoft 365 and more, so your people lists stay up to date automatically.
Privacy and compliance
Pseudonymised, group averages from five up, GDPR-compliant, built in the EU.
No IT project
A CSV is enough.
What organisations use elli for
Workforce readiness
Knowing whether your people are ready for AI adoption, transformation, restructuring or an acquisition.
Explore workforce readiness →Engagement
Measuring engagement where it is crumbling, at team level, with pulse surveys instead of one annual survey.
Explore measuring engagement →Absenteeism & retention
Seeing absence risk and turnover coming instead of explaining them afterwards.
Explore absenteeism & retention →"What we like about elli is the combination of a flexible tool and a very close working relationship. We can adapt surveys and questions to our context, we always get a quick response, and we feel that people really think along with us. The analyses also go much deeper than what we were used to before, with more data points and concrete actions to take further."