Unsure how to create a survey?
Stuck with a cookie-cutter template?
No one actually reads your 50-page report?
Employees flooding your inbox with survey questions?
Surveys built for dashboards, not people?
You run the survey—then what?
Lost track of next steps?
Still guessing what to do after the survey?
Paying extra for “customization”?
Action plan… what action plan?
Another year, another engagement score?
Data fatigue setting in?
No idea what's working?
Flex vs. The Rest
See why leading organizations choose Flex over generic survey tools or static dashboards
Looking for the right survey type?
We’ve got you covered.
Explore surveys for every stage of the employee lifecycle, from onboarding to exit and everything in between.
Employee Satisfaction Surveys
We try to keep employee satisfaction surveys simple and useful. You are not left on your own to figure things out. Someone is there to help you shape the questions, decide how to run the survey, and walk through what the results are really telling you. The surveys flex to fit your organization, whether that means different languages, different ways of sharing them, or adding things like benchmarks and employee NPS. It works for small teams and for much larger ones. The point is to spend less time managing surveys and more time doing something with the feedback you get.
Equity, Diversity & Inclusion Surveys
Equity, diversity, and inclusion surveys help organizations understand where things are actually working and where people are having different experiences. They give employees a safe way to share how they feel about belonging, fairness, and opportunity, and they surface gaps that are easy to miss without data. The feedback helps leaders move past assumptions and make more informed decisions about policies, programs, and priorities. Over time, running these surveys creates accountability and trust, because people can see that their input leads to real attention and improvement rather than being collected and ignored.
Employee Onboarding Surveys
Onboarding and entrance surveys help organizations understand what new hires are looking for from the start. They surface expectations, goals, and early needs so onboarding can be more relevant and personal instead of one size fits all. The feedback highlights where additional training or clarity is needed and helps teams see what parts of the onboarding experience are working well. Over time, these insights make it easier to improve onboarding, build early engagement, and keep great people invested in the organization.
Employee Exit Surveys
Exit surveys help organizations understand why people leave and what patterns start to emerge over time. They give HR a clearer view into issues around culture, leadership, and day to day experience that may be contributing to turnover. Candid feedback from departing employees makes it easier to spot what needs attention, improve the overall employee experience, and make changes that help retain great people going forward.
360 Degree Feedback Surveys
360 leadership surveys give leaders a fuller picture of how they are showing up at work. Feedback comes from managers, peers, and team members, which helps surface strengths, blind spots, and patterns that are easy to miss in traditional reviews. Because responses are confidential, people tend to be more open and honest. The result is clearer self awareness, better leadership development conversations, and more focused plans for growth that support a healthier, more trusting culture.
Employee Performance Reviews
Performance evaluations create space for real feedback and ongoing growth. They help employees understand what they are doing well, where they can improve, and how their work connects to broader goals. When done regularly, evaluations strengthen communication between managers and employees, support fair recognition, and make it easier to identify development needs. Over time, they help organizations improve performance management, keep people motivated, and build a culture that values learning and progress.
Employee Recognition Program
Recognition tools help people feel seen for the work they do. When employees are regularly acknowledged, motivation and morale naturally improve, and people tend to feel more connected to their work and each other. Recognition also reinforces the behaviors and values an organization wants to encourage, whether that’s collaboration, initiative, or teamwork. Over time, this kind of culture builds engagement, strengthens loyalty, and helps retain great people who want to stay where their contributions matter.
Employee Pulse Surveys
Pulse surveys make it easier to stay connected to how employees are really feeling. By asking focused questions on a regular basis, organizations can spot issues early, understand what’s affecting engagement, and respond before small problems grow. Over time, these check-ins offer a clear picture of organizational health and help leaders make better decisions that support morale, retention, and a more positive work environment.
Whistleblower Reporting Tool
A confidential whistleblower tool helps create a workplace where people feel safe speaking up. When employees know they can raise concerns without fear, trust grows and issues surface earlier, when they are easier to address. This kind of tool supports transparency, protects the organization from bigger risks, and reinforces a culture rooted in ethics and accountability. It also makes it easier to meet legal requirements while showing employees that their voices are taken seriously.