Career framework

Job House, Competencies & Skills and Career Pathways

Performance Management

Evaluations, 1:1’s, feedback and goals


Traditional surveys, Pulse surveys and eNPS


All about our security and AVG protocols


Integrate with HRIS, SSO, MFA and Calendar


An overview of all products on the Learned platform

Our story

Our mission and what makes us unique

Return on investment

Business value and return on investment

HR knowledge hub

E-guides, webinars and templates

Implementation & support

Proven implementation processes, videos and webinars

Customer stories

Find out how our customers are using Learned


Articles for HR Professionals and Managers


3 tips for analyzing results from your employee satisfaction survey

Analyzing results from an Employee Satisfaction Survey can be a challenging task for organizations. There are several factors that make the process complex, such as determining a “good result,” the subjectivity of ratings and the overwhelming amount of information generated. In this article, we discuss these challenges and offer insights for dealing with them. We explore methods to define a clear standard, make interpretation of conflicting results easier, and make the large amount of data manageable.


Tip 1:

Defining what constitutes a “good result” It can be difficult to define a clear standard and interpret what should be considered a positive or negative result. Subjectivity of judgments: What is considered a good outcome can be subjective and depend on the individual perceptions and expectations of the interpreter. By working with benchmark data from similar organizations or industry data, organizations can better assess whether their results are above or below average. Learned offers standard benchmark data from similar organizations based on 18 scientifically proven employee engagement themes.


Tip 2:

Confusion from conflicting results: Long questionnaires with different questions can lead to conflicting answers and results. For example, an employee may respond positively to one question related to their workload, but respond negatively to another question about work-life balance. It can be confusing to interpret these conflicting results and draw a coherent conclusion from them. By working with a questionnaire that is scientifically based, you avoid questions that are multi-interpretable. For example, use the free Learned Employee Engagement model. This model consists of 18 themes and more than 70 questions that scientifically contribute to employee engagement.


Tip 3:

Overwhelming amount of information: Long questionnaires can result in a large amount of data to be analyzed. This can be overwhelming and make it difficult to identify key patterns and trends It lacks a clear theme with associated questions. The Learned engagement model combined with the Learned platform helps you bring order out of the chaos By reporting the results by theme and then zooming in on the underlying questions, you quickly have the insights you are looking for.


Learned: employee satisfaction survey software with built-in analysis features.

Learned helps you implement a data-driven talent management strategy. Discover blind spots to increase employee engagement. Get the insights you need to take action with the powerful reports.