Emotions — The Heart of Employee Engagement
Positive emotions drive 62% higher engagement
There is a direct link between how people feel and how engaged they are. How we feel drives what we do and how we perform. Emotions don’t just reflect behaviour, they shape it.
Discover Emotional Analytics
Why emotions are the missing piece in measuring engagement
How engaged are your employees, really?
Many organisations claim to care about engagement, yet rely on outdated surveys that only scratch the surface. They give you an engagement score, but doesn’t give any insight into how your people are feeling, and why.
We’re persuaded by logic, but we’re moved by emotion. Therefore, to influence behaviour, improve performance, and build stronger cultures, we need to understand how people feel and why.
How Inpulse’s Emotional Analytics Works
The benefits of emotional analytics
Uncovers the ‘why’ behind Engagement
Proven link with Engagement
Not just useful indicators
Highlights dominant emotions and root causes
Leads with what matters most
More human, natural conversations
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Why Emotions Matter in Employee Engagement
Frequently Asked Questions
Emotion analytics measures how people feel (e.g., proud, valued, anxious, frustrated) and provides context behind survey scores. Engagement tells you “how engaged,” sentiment tells you “positive or negative,” and emotions explain why, helping leaders take smarter actions.
Inpulse measures a range of workplace emotions such as pride, commitment, frustration, confidence, stress and feeling valued. Emotions matter because they often predict outcomes like retention, performance and advocacy, so organisations can address risks early and strengthen culture.
We measure emotions through carefully designed survey questions and report results only when anonymity thresholds are met. Inpulse supports aggregated reporting and role-based access, so organisations can understand patterns safely while maintaining trust and confidentiality.
Yes. Emotion insights can be segmented by team/site/role (where anonymity allows), helping you spot hotspots and understand what groups are experiencing. This makes it easier to target actions, improve manager support and reduce disengagement risks.
Inpulse translates emotional signals into practical next steps, what to address first, which conversations managers should have, and which actions will build trust and belief. Combined with advisory support and community best practice, leaders move from “interesting data” to real change.