People leave teams, not companies. 247HRM helps you listen with engagement and wellbeing surveys, understand the signal, act through managers, and recognise good work, all on the same record as HR and payroll, so culture work turns into lower attrition and people who stay.
What HR teams get when listening, action and recognition live on the same record as HR and payroll.
Listen honestly, find the teams at risk, route action to managers, recognise good work, and watch attrition fall. 247HRM does all five from one employee record, in production today.
Engagement and wellbeing surveys run anonymously, so people tell you what they really think before they decide to leave.
Over 30 charts and driver analysis surface the teams where engagement and wellbeing are slipping, before attrition shows up.
Signals reach the manager who can act, with the theme and owner attached, so insight becomes a check-in, not a slide.
Rewards and recognition let peers and managers praise good work on the same record, so people feel seen where they are.
Listening, action and recognition, repeated pulse over pulse, are how engagement and wellbeing translate into people who stay.
Click through to see how 247HRM helps you listen, understand the signal, act through managers, and recognise good work, all from one employee record.
Run engagement and wellbeing surveys across the company or a chosen group, anonymously, so people answer candidly before they decide to leave. The wellbeing survey, co-developed with IIT Hyderabad, captures workload and support signals that often precede attrition.
Over 30 analytics charts cut engagement and wellbeing by team, location and tenure, and driver analysis surfaces the themes pulling scores down. Because surveys sit on the HR record, the at-risk teams are real, so you see where attrition is likely before it happens.
Signals reach the manager who can do something, with the driver theme and an owner attached, so a low score becomes a check-in rather than a report HR files away. Follow-up pulses are set in the same place, and the next survey shows whether it worked.
Rewards and recognition let peers and managers praise good work on the same employee record, so people feel seen where they are. Recognition reads alongside engagement and wellbeing, so the teams that praise often and score well are the teams that hold their people.
247HRM closes the loop that culture tools usually leave open: listen anonymously, understand with 30+ charts, route action to the right manager, and recognise good work, all on the same record as HR and payroll. The wellbeing framework was co-developed with IIT Hyderabad.
When a yearly survey produces a report that sits in an inbox, the people who told you they were unhappy leave anyway. No team owns the action, recognition is ad hoc, and attrition keeps climbing. Here is the difference 247HRM makes.
What HR teams report when listening never reaches action.
A loop that turns culture into retention.
Three connections do the work: listening in, action to managers, recognition on the record.
Engagement and wellbeing read against the same teams and managers HR already manages, so a low score routes straight to the manager who owns that team. As part of Complete HRMS, the culture suite shares one employee record, so action and recognition land where the people actually are.
Rewards and recognition let peers and managers praise good work on the same employee record, so people feel seen where they are. Because recognition reads alongside engagement and wellbeing, you can see which teams praise often, score well and hold their people, and nudge the ones that do not.
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Verified themes from teams running engagement, wellbeing and recognition on 247HRM.
The survey used to end in a report. Now the low scores reach the team manager with the reason attached, and we actually do something before people leave.
Wellbeing told us which teams were burning out before attrition did. Acting on it pulse over pulse is the closest thing we have to a stay button.
Recognition on the same record meant praise stopped being random. The teams that recognise well are visibly the ones that hold their people.
Compared on the things that decide whether people stay.
| Capability | 247HRM | Standalone survey tool | Annual survey |
|---|---|---|---|
| Cadence | ✓ Pulse over pulse | ~ Periodic | ✕ Once a year |
| Wellbeing signal | ✓ IIT Hyderabad framework | ~ Generic or none | ✕ Rarely |
| Routes to managers | ✓ With theme and owner | ✕ Report to HR | ✕ Inbox |
| Recognition | ✓ Built into the suite | ✕ Separate tool | ✕ Ad hoc |
| On the HR record | ✓ One employee record | ✕ Import each round | ✕ Manual |
| Action follow-up | Re-measured next pulse | Often manual | Lost |
References used across the Workplace Culture suite:
Quick reference for the terms used across the engagement, wellbeing and recognition modules.
A product specialist sets up your surveys and recognition, and walks your team through a full retention loop, from listening to manager action to a workplace people stay at.