Leadership buy-in for employee surveys
You know Stribe is the right call. Now let's help you prove it.
The cost of doing nothing is expensive. These are the numbers your
leadership team needs to see.
The average cost of replacing one employee is £30K
Recruitment fees, lost productivity, and more. Replacing a mid-level employee costs 50% – 200% of their salary.
– CIPD Resourcing & Talent Report
23% productivity loss from disengaged employees
Research consistently shows disengaged employees are 23% less productive than their engaged counterparts.
– Gallup State of the Global Workplace
£5 return for every £1 invested in employee wellbeing
Research shows a near-fivefold ROI when organisations actively invest in employee health and wellbeing.
– Deloitte Mental Health Report
What could Stribe save your business this year?
Use conservative industry research to build a clear internal business case — and show leadership the numbers for your team.
Research shows that improving engagement reduces voluntary turnover by an average of 24–59%. We use a conservative 24% in this calculation. Gallup State of the Global Workplace Report
Replacing a mid-level employee costs 50% – 200% of their annual salary. We use a conservative 50% in this calculation. CIPD Resourcing & Talent Report
Your estimated annual impact
Cost of Stribe per year
£2,700
illustrative onlyVolume discounts available for larger organisationsMax £3/person/month. Discounts over 100 people.
Current annual turnover cost
£165,000
Total cost of replacing everyone who leaves in a year
Estimated saving with Stribe
£39,600
Conservative 24% reduction in turnover
Estimated return on investment
15x
For every £1 spent on Stribe
These figures are estimates based on published industry research. Actual results will vary. Use these as a starting point for your internal business case conversation.
The email that starts the conversation.
Copy, personalise, and send. This email template is written to open a conversation. The goal is a 20-minute chat to walk through the business case together.
We've heard every objection in the book. Here's exactly what to say when your leadership team pushes back - with the evidence to back it up.
We already have Google Forms/Microsoft Forms for free. Why do we need to pay for something else?
Free survey tools collect responses, but that’s where they stop.
They have little to no anonymity architecture, no automated reminders, no real-time dashboards, and no AI analysis.
Every survey cycle means hours of manual work to produce a result that’s already out of date. The question isn’t whether we can collect feedback, it’s whether we can actually do anything useful with it. Right now, we can’t.
What's the ROI? How do we justify the cost?
The ROI question is actually easy to answer, because the cost of disengagement is measurable.
Replacing one employee costs on average £30,000.
If Stribe helps us retain even one person this year who would otherwise have left, it pays for itself many times over.
Research from Deloitte shows £5 return for every £1 invested in employee wellbeing.
At at average of *£3 per employee per month, Stribe is one of the lowest-risk investments we can make in our people.
Use the calculator above to see figures specific to our headcount.
We don't have time to learn and implement another HR tool right now.
That’s actually one of the reasons I chose Stribe.
Setup takes 10 minutes. It connects to the HR systems we already use, so there’s no manual data entry and no lengthy onboarding project.
Most HR teams are sending their first survey the same day they sign up. And because the platform automates the distribution reminders and analysis, it doesn’t add to the workload, it removes it.
The time argument is actually an argument for Stribe, not against it.
What if employees don't use it? We've tried surveys before and no one bothered.
Low participation is almost always a distribution or trust problem, not an engagement problem.
Stribe reaches employees via email, Slack, Teams, QR codes, and a mobile app, so they can respond in whatever way works for them. And because the anonymity is built into the architecture people actually trust it.
That’s why Stribe customers average an 86% response rate.
Is this really the right time? We've got a lot going on.
Times of change are exactly when employee feedback matters most.
When a lot is going on internally, that’s when people have the most to say, and when leaders most need to know how the team is really feeling.
Flying blind during a busy or uncertain period is when small problems quietly become big ones.
Stribe will give us the early warning signals we need to stay ahead of issues, not react to them after.
How do we know what employees tell us will be honest?
That’s exactly the problem with non-anonymous surveys, and it’s why Stribe’s anonymity commitment is different.
Stribe’s commitment to anonymity protects employees first and foremost, and creates an environment of trust and respect that ultimately ensures that Stribe is used to its full potential – allowing feedback that is honest, authentic and detailed.
Real people. Real results. Real change.
"We've improved our eNPS score by +49 points in under two years"
POWWR
"Over the past five surveys we’ve achieved a 100% response rate."
Laddestore
"We won Best for Inclusion - SME at the Good Employment Awards."
J’adore Models
What to expect during a demo with Lucy Harvey, Stribe CEO 👋
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😊 A chat to get to know you
We’ll start by understanding your organisation, your goals, and the challenges you’re trying to solve. -
🚀 A guided tour of Stribe
See how our surveys, dashboards, and feedback tools work – and how easy they are to use. -
📊 Honest answers to your questions
Ask us anything. We’re an open book and happy to share we’ve seen works (and what doesn’t). -
✅ Clear next steps
If it looks like a good fit, we’ll show you exactly how Stribe can help your organisation.
Demos take about 30 minutes and are completely obligation-free.
Got the green light? Let's get you started.
Get started
