Describe how you run your pulse rounds and Netiva’s agent builds a web app for anonymized scores, recognition and follow-up actions by team — steered in a live preview as it goes.
Build an employee engagement dashboard for a 400-person company that runs a pulse survey every quarter. Store each answer with the team, a broad tenure band and a score, and never a name or an email. Group questions into drivers such as manager support, workload, recognition and growth. Show favorability and participation by team and driver, with any group under five responses hidden everywhere. Let managers sign in and open their own team’s page, post a recognition note for a colleague, and record action plans with an owner, a due date and a status.
Engagement work dies in the gap between the survey and the follow-up. Results land as a 60-slide deck in March, managers read their scores once, and by June nobody can say what changed. Meanwhile the answers sit in a spreadsheet anyone with the link can filter down to a single person. An engagement dashboard built with Netiva keeps each round’s scores as team aggregates, hides groups under your response threshold, logs recognition as it happens and gives every commitment an owner and a date.
Every answer carries a driver, so single questions roll up into the themes you actually report: manager support, workload, recognition, growth. Each round keeps its own numbers, so the comparison survives a change of wording.
Nothing on a response row points at a person: a team, a broad tenure band and a score, and no more. Any group smaller than the minimum you set for the round stays hidden on every screen rather than showing a zero.
Recognition is the one record here that names someone on purpose. Colleagues post a short note against a company value, and the wall gives the people team something concrete to point at between survey rounds.
A weak driver becomes a written commitment with a manager’s name on it. Reminder emails go out before the date, and next quarter the plan sits beside the score it was meant to move.
Netiva keeps your records in built-in collections. Here’s a starting structure — the agent adapts it to your prompt, and you can change it any time.
One row per round, with the window it ran in and the reporting rules it was promised under.
One anonymous answer per question, carrying only the slices you report on.
Named shout-outs between colleagues, kept well away from the survey rows.
What a team committed to after a round, who owns it and where it ended up.
Required field. Types are Netiva collection field types.
A typical first version. Ask the agent for more, or annotate the preview to change any of them.
Company favorability and participation for the open round, each driver shown next to its score last time.
Your teamOne team’s driver scores, its answer count, the comments cleared for sharing and the plans it owns.
Signed-in usersEvery team ranked on one driver, lowest first, with the trend across the last four rounds and groups under the minimum withheld.
Your teamRecent notes with the value each one points to, and a short form for posting a new one.
Signed-in usersOpen commitments by team, owner and due date, with anything overdue pulled to the top.
Signed-in usersSet the window, the invited headcount and the minimum group size, then close the round and release the results.
Your teamTell Netiva how often you pulse, which drivers you report and the smallest group you are willing to show. The agent drafts collections for rounds, responses, recognition and plans.
Enter last quarter’s anonymized answers in the collection grid, or ask the collection assistant to draft rows, so you are shaping the page against scores that behave like yours.
Open a team page in the live preview with a group of eight in mind. Annotate anything that shows more than you promised and the agent tightens it.
Publish in one click, invite managers to sign in and turn on the close-of-round emails. Every change after that is checkpointed, so an edit you regret rolls back.
| Criterion | With Netiva | Traditional build |
|---|---|---|
| Protecting anonymity | Answers stored without names and small groups withheld on every view | A results workbook anyone with the link can filter down to one person |
| After the survey | Each team’s commitments sit beside its scores, with reminders before they fall due | A deck emailed to managers, then silence until the next round |
| Getting started | Describe what you need in chat and watch it take shape in a live preview | Hire developers, or stitch together templates, plugins and a hosting plan |
| Content and data | Built-in collections with nine field types, bound straight to your pages | Set up and connect a separate database or CMS |
| Making changes | Ask the agent; every change is checkpointed and reversible | File a ticket, wait for a sprint, redeploy |
| Hosting and domain | Global hosting and automatic SSL; connect a custom domain from the Starter plan | Buy hosting, then install and renew SSL certificates yourself |
| Code ownership | Clean production code you own and can export | Locked into a template, plugin or agency setup |
There is no HR system yet, so the people lead runs six questions a quarter. Three teams show against the company average, the two groups too small to report stay hidden, and every score comes with a named commitment.
Warehouse and store colleagues answer on their phones between shifts. Scores roll up by site and shift pattern, and each site manager opens one page holding their own drivers, their comments and their open plans.
The yearly census stays with an outside provider. The dashboard carries the quarterly pulse in between — fewer questions, the same drivers — so the leadership team reads one trend line instead of waiting a year.
A team of three, one open comment and a tenure band can point straight at a person. Agree a minimum group size before the first round, keep bands broad, and read comments before any of them reach a manager.
Signing in can put each manager on their own team’s page, but the generated app has no roles of its own. Decide who gets a login, keep the raw comment view with the people who have to read it and don’t circulate team links company-wide.
The app holds no employee roster. You keep the team list and the invited headcount current yourself, or connect your HR system’s API if it offers one, and the survey itself can be a form you build or a tool you already use.
Favorability and eNPS point at a team and a driver. Why the number moved, and whether the commitment is the right one, still comes out of conversations that happen away from the dashboard.
Survey answers and recognition notes are personal data about your staff, even with the names stripped out — a small team plus one comment can identify someone. Promise a minimum group size and hold to it, tell people what is collected and who reads it, and check your local employment and data protection rules before the first round. Netiva builds the app; it doesn’t make your survey anonymous for you.
Nothing identifying is stored on an answer. The response row holds a team, a broad tenure band, a driver, a score and an optional comment, with the submission kept as a date rather than a timestamp. Reporting then hides any group under the minimum you set for the round, so a three-person team never appears as its own line on a driver page.
You choose that per round and store it on the round itself. Five answers is a common floor, and below it the team is shown as not enough responses and rolled into its parent group instead. The rule needs to hold everywhere — team pages, driver rankings and comment lists — because one uncovered view undoes the promise you made when the survey opened.
You ask the recommend question on a 0 to 10 scale, count 9s and 10s as promoters and 0 to 6 as detractors, then subtract the detractor share of responses from the promoter share. The result runs from -100 to +100. That calculation is logic you describe to the agent while building, not something that arrives ready-made, and the same threshold rules apply to it.
Apps built with Netiva can call REST APIs with keys stored securely, so if your HRIS publishes one you can describe the connection to the agent — for example, refreshing the team list and invited headcount before each round. Check what your provider’s API actually exposes first. Without one, keep a short team list in the collection grid and update it each quarter.
They are opposite kinds of record on purpose. A recognition note names a colleague and is meant to be read, while a survey answer must never carry a name. Separate collections mean a shout-out can go on the wall the same week that the score rows stay anonymous, and you can still show a team’s recognition count beside its driver scores.
Yes. Netiva writes clean production code you can read, edit and export whenever you want, with no proprietary runtime, and every change is checkpointed so you can compare versions or roll back. If a dedicated platform takes over the pulse later, the dashboard and its history stay yours to keep running or archive.
Drafted with AI assistance from Netiva’s product pages and reviewed by the Netiva team. Example data models, screens and prompts are illustrative starting points, not customer projects.
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