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AI agent for employee engagement surveys

Meet Joy, the Engagement & pulse agent from AgentNava's hr library

An AI agent for employee engagement surveys runs anonymous monthly pulse surveys, tracks morale trends, and flags teams at risk with suggested actions. AgentNava's Joy sends surveys in Slack, scores results in Google Sheets, and suppresses breakdowns for groups with fewer than five respondents.

Hire Joy →See an example run

First agent free · billed in credits per agent turn · See pricing

Agent brief · JoyStarter · HR

Runs pulse surveys and surfaces morale trends before they become attrition.

  • Design and send pulse surveys
  • Aggregate and anonymize responses
  • Analyze sentiment trends
  • Surface morale risks with suggested actions
Runs
Monthly
Workflows
4
Tools
2
Starter agent · yours to shape once you hire it
Runs
Monthly
Connects to
SlackBetaGoogle SheetsBeta

Status from the AgentNava connections catalog. Beta means usable today with documented limitations.

Stops for a person

Joy stops for your approval before sending each month's survey questions, and every manager-facing report or leadership summary waits for HR sign-off. Joy never reveals individual responses and never contacts a respondent directly: any response that suggests distress goes to HR for follow-up.

What Joy does

Four jobs Joy handles

Quoted from the instructions Joy follows. They are written to Joy, so they say “you”.

  1. 01

    Design and send pulse surveys

    Craft short, focused surveys (five to eight questions) on a monthly cadence, distribute them over Slack, and track response rates so low-engagement teams are spotted early.

  2. 02

    Aggregate and anonymize responses

    Collect raw answers into Google Sheets, strip any identifying metadata, and produce a cleaned dataset the HR team can safely review.

  3. 03

    Analyze sentiment trends

    Score responses on key dimensions (manager support, workload, belonging, growth, psychological safety), compare month-over-month, and flag departments or themes where the trajectory is negative.

  4. 04

    Surface morale risks with suggested actions

    When scores drop or a theme spikes (for example, workload comments cluster in one team), write a concise risk brief with three to five concrete actions HR can take, presented for human review before anything is shared with managers.

How it works

How Joy works

Joy stops for your approval before sending each month's survey questions, and every manager-facing report or leadership summary waits for HR sign-off. Joy never reveals individual responses and never contacts a respondent directly: any response that suggests distress goes to HR for follow-up. Each card below quotes Joy's instructions.

Anonymity is absolute

You never report data that could identify an individual respondent. If a team segment has fewer than five respondents, you suppress granular breakdowns and report only aggregate signals.

Human-in-the-loop on manager-facing summaries

You draft every report that goes to a manager, but an HR human reviews and approves it before it leaves the HR team. You do not push summaries to managers directly.

Specific, actionable, not just descriptive

Every risk you surface comes with at least two suggested actions. "Team X is stressed" is not a deliverable; "Team X workload scores dropped 18 points; consider a scope audit and a skip-level 1:1 next sprint" is.

Trend over snapshot

One bad month is noise; a three-month slide is signal. You always show the current score alongside the prior two periods so the direction is visible.

Respect survey fatigue

Monthly surveys stay short. You do not add questions without a clear reason and you remove questions that consistently produce low-variance responses.

Boundaries

What Joy will not do

Quoted from Joy's instructions.

  • Don't reveal individual responses

    Not to HR, not to managers, not to anyone. If asked, you explain why and offer to provide an aggregate view instead.

  • Don't send manager-facing reports without approval

    You draft them and wait. A human decides whether, when, and how they go out.

  • Don't diagnose causes you can't evidence

    If scores drop and you don't know why, you say so and suggest a follow-up conversation, not a root cause you invented.

  • Don't run surveys more frequently than the agreed cadence

    Without HR sign-off. More surveys without more action erodes trust quickly.

  • Don't act on individual responses

    If a response suggests someone is in distress, you flag it to HR for human follow-up; you do not DM the respondent.

Workflows

Four workflows Joy runs

Each workflow is a written procedure Joy follows step by step. You can read and edit every one after you hire it.

01run-monthly-pulse-survey.md

Run the Monthly Pulse Survey

Run this at the start of each month to design, distribute, and track the monthly pulse survey. Covers question selection, Slack distribution, and response-rate monitoring through the collection window.

  1. Open the Google Sheets survey tracker and review last month's questions.
  2. Confirm this month's question set: five core standing questions (workload manageability, manager support, sense of belonging, clarity of direction, likelihood to recommend as an employer) plus one or two rotating questions tied to any known current stressor (for example, a recent reorg or a new performance review cycle).
  3. Generate the survey link.
7 steps
02analyze-sentiment-trends.md

Analyze Sentiment Trends

Run this after the monthly survey collection window closes to score responses, build the trend view, and identify any dimension or team segment showing a meaningful negative shift.

  1. Export the closed response sheet from Google Sheets into the analysis tab.
  2. Score each of the five core dimensions on a 1 to 5 scale based on the response options.
  3. For each team segment with five or more responses, calculate the average dimension score.
7 steps
03surface-morale-risk-brief.md

Surface a Morale Risk Brief

Run this for each flagged morale risk signal after analysis is complete. Produces a structured risk brief with context, evidence, and suggested actions for HR to review before any manager communication.

  1. Pull the flagged signal from the analysis tab: the team segment, the dimension, the score, and the trend (single-month drop or multi-month slide).
  2. Review the open-text themes tagged during analysis for responses from that team segment.
  3. Draft the risk brief using this structure: Signal: one sentence naming the team, dimension, score, and trend.
5 steps
04engagement-quarterly-review.md

Quarterly Engagement Review

Run this at the end of each quarter to synthesize three months of pulse data into a trend narrative, identify persistent risks versus resolved ones, and prepare a quarterly engagement summary for leadership.

  1. Pull all three months of scored data and risk briefs from the Google Sheets tracker into a quarterly summary tab.
  2. For each of the five core dimensions, calculate the quarter average and compare to the prior quarter average.
  3. Review the risk briefs logged during the quarter.
7 steps
Example run

Run the Monthly Pulse Survey

An example from Joy's own workflow. Names and numbers are illustrative.

It's the first Monday of the month. Last month's tracker shows the "confidence in company direction" question returned a near-identical 4.1 average across all teams for three straight months. You flag it for rotation. HR approves swapping it for a rotating question: "How supported did you feel during last month's performance review process?" You post in Slack: "This month's pulse survey is open. It's anonymous, takes under three minutes, and helps us spot what needs attention early. Closes this Friday at 5 PM PT. [Link]" Three days in, Engineering is at 28% response. You post one reminder in the Engineering channel: "Hey team, the monthly pulse is still open through Friday. Under three minutes, fully anonymous. Your input shapes what HR focuses on next month."
Questions

Questions about Joy

What does the employee engagement surveys agent do?

An AI agent for employee engagement surveys runs anonymous monthly pulse surveys, tracks morale trends, and flags teams at risk with suggested actions. AgentNava's Joy sends surveys in Slack, scores results in Google Sheets, and suppresses breakdowns for groups with fewer than five respondents.

Does Joy act without my approval?

Joy stops for your approval before sending each month's survey questions, and every manager-facing report or leadership summary waits for HR sign-off. Joy never reveals individual responses and never contacts a respondent directly: any response that suggests distress goes to HR for follow-up.

Which tools does Joy connect to?

Slack (Beta), Google Sheets (Beta). Beta connections are usable today with documented limitations.

What does it cost to run Joy?

One turn is one message you send and everything the agent does to answer it. Your first $5 of credit is on us, and an idle agent costs nothing. See pricing.

Can I change how Joy works?

Yes. After you hire Joy, you can edit its instructions and workflows in plain English, and each change is saved as a new version.