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Accelerate business success
through powerful people insights

Uncover which employee experience drivers lead to better customer outcomes, and utilise cutting-edge, AI-based analytics to surface and share recommendations so you make the best decisions for your workforce — and your bottom line — every time.

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People analytics reaction


Discover and act on
employee experience gaps

From surveys and chats to IT tickets and online reviews, get holistic, organisation-wide insights from any channel where employees share feedback. Then, identify where to proactively take action to address employee experience issues — all while protecting employee data privacy.

  • Advanced AI and natural language processing quickly discover hidden trends, patterns and topics so you can gain a deeper understanding of how your employees and candidates really feel
  • Analyse emotion, sentiment, intent, effort and reactions in real time to get early warning signs of attrition, uncover potential productivity blockers, and hire the best talent
  • Convert critical insights into targeted actions to quickly adapt your employee or candidate experience program for maximum impact on your business


Proactively boost retention and cut attrition costs

Identify the experiences, backgrounds, and behaviors of employees who are at high risk to quit. Then, quickly uncover the biggest experience gaps and operational factors between employees who stay—and those who leave—to take proactive action before attrition accelerates.

  • Understand and improve unwanted turnover by combining exit data and EX feedback in purpose-built, guided solutions
  • Instantly identify at-risk groups and experience gaps for staying vs. leaving employees with pre-built analyses and dashboards
  • Simulate employee flight risk scenarios to understand potential impacts to the business such as cost and attrition
  • Connect EX measures to business outcomes to proactively build retention strategies, improve intent to stay, prevent future turnover, and reduce impact to your bottom line


Seven principles for successful and
ethical employee listening

From governance and data usage to transparency and building trust, learn the seven underlying principles for the ethical use of AI-powered employee listening tools, and ensure your programs are not only successful, but people first.

Cross-program analytics

Deliver business impact without the guesswork

Unlock the true potential of your business by connecting employee experience metrics, such as engagement and satisfaction, to customer and bottom-line outcomes.

  • Clearly identify which employee KPIs, such as attrition, well-being and manager effectiveness, affect customer success the most to take precise actions that have the greatest business impact
  • Use advanced, in-product analytics, powerful automation, and comprehensive data visualisation to instantly see the connections between your EX and CX programs
  • Empower your people teams to take immediate action with guided insights that highlight — in seconds — which lever to pull on the people side to drive business results
ex drivers cx outcomes

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More about people analytics

People analytics refers to when organisations — or individuals — use data and analytics to uncover workforce insights. For example, organisations might analyse employee experience data to understand things like: engagement, well-being, inclusion, retention, or intent to stay.

This is by no means an exhaustive list — and many organisations typically prescribe their key experience metrics prior to using people analytics software to see how they’re performing overall.

Overall, the goal of people analytics is to help close gaps, surface areas for improvement, and create better experiences — for employees and candidates alike. After all, good employee experiences translate to great customer outcomes and business success.

People analytics and HR analytics are closely related but have distinct focuses. People analytics emphasises a broader perspective, analysing data on employee behavior, performance, and interactions to gain insights into overall workforce dynamics and make strategic decisions. HR analytics, on the other hand, specifically focuses on HR-related data, such as recruitment, retention, training, and compensation, to optimise HR processes and policies. While people analytics looks at the bigger picture of the entire organisation, HR analytics hones in on HR-specific metrics to enhance HR operations and improve employee management.