How POWWR used employee feedback to improve their eNPS of 22 to 71 in under two years
Greater Manchester Good Employment Charter.
Since introducing Stribe in April 2024, POWWR has:
- Improved their eNPS score by 49 points. From 22 (January 2024) to 71 in (January 2026)
- Achieved an average survey participation rate of 86.5%
- Won “Best Financial Wellbeing” at the Good Employment Charter Awards 2025
- Won “Employee Benefits Champion” at the Business Awards UK HR Awards 2025
POWWR has measured employee engagement for years, but they wanted feedback to do more than sit in a board report. They wanted something that felt human, values-led, and genuinely useful day-to-day.
We sat down with Clair Staines, Chief People Officer (Europe & USA) at POWWR, to talk about why they moved away from Culture Amp, and how Stribe has become an integral part of their business.
What was your process for employee feedback prior to Stribe?
Clair: Before Stribe, we used Culture Amp. As a business, we’ve measured engagement for many years, even before I joined.
What’s really important is that our board genuinely cares about engagement scores. They’re included in our board pack, and the board and investors want to understand how our people feel about working here. Having that level of belief in the data from senior leadership makes a huge difference, especially for someone working in people.
Ultimately, Culture Amp did the job, but Stribe felt more human, slicker, and actually built for a business like ours.
Culture Amp did the job, but Stribe felt more human, slicker, and actually built for a business like ours. 
Why did you decide to make the change and move to Stribe?
Clair: Our Culture Amp contract was up for renewal, so we were considering other options.
Cost was a factor, but it wasn’t the only one. Stribe felt like a much better fit for us.
We wanted to back a local, ethical business, not just another enterprise platform. And we loved that you have social value initiatives like Tootoot.
Backing a company in our area, and supporting another values-led business really mattered to us. It also feels like our ideas actually matter. If we suggest something, it could genuinely influence Stribe’s product roadmap.
We wanted to back a local, ethical business, not just another enterprise platform.
What role does Stribe play at POWWR?
Clair: Stribe is part of the beating heart of our business.
We use it for onboarding, storing documents, shout-outs, announcements, and engagement surveys. It’s where new starters are welcomed, where people interact, and where engagement is measured, all in one place.
When someone joins POWWR, we show them Stribe and say, “This is where we measure engagement, this is where you’ll find key information, and this is how we recognise each other.”
It’s become part of who we are. Without it, the experience just wouldn’t feel the same.
Stribe is part of the beating heart of our business.
How are you adapting the business using the feedback you’ve received from Stribe?
Clair: One of the clearest examples is our benefits package. In a survey, “dentist” came up repeatedly in the word cloud report feature.
People were telling us how expensive dental care is, and asking whether we could help, especially as we already supported things like opticians.
We followed up, asked more questions, and off the back of that introduced a healthcare cash plan. It’s been one of our most successful initiatives, and people genuinely rave about it internally.
And the key thing is, people know their benefits exist because they asked for them, and that’s incredibly powerful.
People know their benefits exist because they asked for them, and that’s incredibly powerful.
POWWR achieves over 80% survey participation consistently – how do you do this?
Clair: For us, participation is a measure of engagement in itself.
Early on, we spent a lot more time explaining anonymity, why we run surveys, and what the goals and outcomes will be. Now, the trust is already there, so communication can be much lighter.
We keep communication really simple. We announce surveys in all-hands meetings, use Stribe’s built-in reminders, and send a final email before closing.
We’re careful not to overdo it, because too much chasing can lead to false responses.
But because engagement measurement is now part of our culture, people trust the process and are really bought in.
Has Stribe contributed to industry recognition or awards?
Clair: Absolutely.
In 2025 we won ‘Best Financial Wellbeing’ at the Good Employment Charter Awards and ‘Benefits Champion‘ at the Business UK HR Awards – and neither would’ve happened without employee feedback shaping our strategy.
I’ve also been recognised individually, and that impact comes from having the data to build the right people strategy. Without data, you’re guessing. With it, you can listen, act, and check whether what you’ve done actually works.
What’s next for POWWR, based on your latest survey insights?
Clair: We’re about to share our three-to-five-year vision with the team, which is a big moment.
Overall engagement is strong, which reassures us that we’re on the right path. But we don’t want to become complacent. Feedback helps us sense-check our direction and confirm whether what we’ve planned genuinely aligns with what people want.
Our latest survey reaffirmed that the work we already had planned – around roles, responsibilities, and leadership – is exactly what the business needs right now.
We’re in a period of growth, and you can’t grow without strong people leaders.
Right now, our biggest initiative is upskilling leaders at all levels – from senior leadership to emerging leaders and influencers across the business.
More broadly, engagement and wellbeing are huge themes. Financial wellbeing, in particular, is something I’m very passionate about. People aren’t always taught how to manage money, and with the cost of living, supporting employees in this area is more important than ever.
AI is also going to be a big topic for years to come. We’re a tech business, so we’re embracing it. We even have an internal AI guild, and we’re looking at how it can support day-to-day work.
The Stribe team feels like an extension of our own.
How have you found working with the team at Stribe?
Clair: The Stribe team feels like an extension of our own.
Everyone is incredibly approachable, and the whole team is genuinely invested in our success, not just your own. That makes a big difference – it never feels transactional.
How have your employees enjoyed using Stribe?
Clair: Very simple. Very intuitive.
Someone once told me that eBay has no manual – you just figure it out – and Stribe feels like that. It’s one of those tools you don’t need instructions or heavy onboarding for, it just makes sense.
I love the visual options, the word clouds, and how easy it is to interpret the data.
If you want a responsive team, a system that measures engagement properly, and a platform that does more than just surveys - it’s Stribe. You’re also investing in a business that genuinely cares about making work better, and does good in the community. If your values matter, Stribe is a really easy choice.
What would you say to someone on the fence about Stribe?
Clair: I’d ask: “Why are you on the fence?”
If you want a responsive team, a system that measures engagement properly, and a platform that does more than just surveys – it’s Stribe.
You’re also investing in a business that genuinely cares about making work better, and does good in the community. If your values matter, Stribe is a really easy choice.
And finally, what do you think is the key to a happy team?
Clair: Being able to be your true, authentic self at work, in an environment where you can do your best work and feel valued and listened to.
Want to learn more about Stribe? We’d love to show you.
