Works where Wi-Fi does not
Tablets record answers offline in plants, mines, warehouses and remote branches and sync once back on network.
Services · People research
For workforces where half the people never open a work email
Bharat Survey is an employee engagement survey vendor in India for HR teams at manufacturers, retailers, logistics firms, hospitals, banks and service companies with large frontline teams. Plant, store, warehouse and field staff answer on shared Android tablets that work offline, in their own language, in short facilitated sessions that explain confidentiality. Desk staff can join the same sessions, or you can add an export from the online tool you already use. You get one dataset, reported by site and team, with small groups protected.
- Facilitated, offline tablet sessions for deskless staff
- Hindi and regional-language questionnaires
- Minimum group size before any result is shown
- Action planning notes for each site
3,000
Target outlets
2,184
Visited
1,962
Audited
1,871
Accepted
Daily accepted auditsLast 12 days
Quality
Accepted1871
In review64
Outside area19
Weak signal8
Top gaps · by territory
Out of stock62%
Planogram48%
Price label31%
Visibility24%
Home #17 · Intro & consent
Hello, I am Ram Kumar. This survey is run by Sample Organisation. Purpose: to learn about amenities in your area. It is voluntary, and you can say no at any time.
Consent v2 · 09:44
Agreed — start surveyDeclined
Frontline and desk staffOffline tablets on siteHindi and regional formsAnonymous reportingSite and team dashboardsCulture auditsPulse surveysAction planning
Where most programmes fall short
Most engagement platforms assume every employee has a laptop, a login and a quiet ten minutes. On a shop floor or a delivery hub, none of that is true.
When a survey only goes out by email link, response rates split sharply: head office replies, the plant and the field do not. The final report then describes the minority of employees who were easiest to reach. We close that gap with facilitated sessions at sites on shared Android tablets that work offline. For desk teams already surveyed through an online tool, we align the questionnaire and merge that export into the same dataset.
Facilitators explain who will see the data, collect nothing that identifies the respondent, and step away while people answer. For low-literacy groups, a facilitator can read items aloud to a group while each person marks answers privately on the tablet.
What we measure
We build the questionnaire around themes your leadership can act on: clarity of role, relationship with the immediate supervisor, fairness in pay and shifts, safety, growth, recognition and intention to stay. Core items stay fixed across years; a small module changes with this year's priorities.
What HR receives
- Response rate by site, function and grade
- Theme scores with group sizes
- Open-text themes, translated and coded
- Heatmap across sites
- Action planning pack per manager
- Anonymised data file
Why a field research firm
Language people think in
Questionnaires translated and back-translated into Hindi and regional languages, with the same scoring across versions.
Confidentiality built in
No results for groups below an agreed size, no names in the dataset, and managers see only their own team's aggregate.
Facilitated sessions
Trained facilitators run short on-site sessions by shift, so nobody has to stay after a 12-hour shift to take part.
One dashboard
Site sessions, plus any merged export from your online tool, feed one site and team view with filters HR can use without an analyst.
Your questions, not a template
Items are drafted with your HR team and piloted with a small group before launch.
How a survey cycle runs
A typical annual cycle for a multi-site employer. Pulse surveys use a shorter version of the same steps.
Weeks 1–2
01 / 04Scoping workshop and questionnaire drafting
Agree themes, demographics that are safe to collect, minimum group sizes and the reporting structure by site and function.
- Themes and items
- Reporting hierarchy
- Confidentiality rules
Week 3
02 / 04Translation, pilot and site planning
Translate, pilot with a small group, then plan sessions by shift at each site with local HR.
- Back-translation
- Pilot fixes
- Session calendar
Weeks 4–6
03 / 04Frontline staff completing an offline survey on a shared tablet
Facilitated tablet sessions by shift at each site, with any online-tool export for desk teams merged in. Response rates are tracked daily by site.
- Daily response tracker
- Reminder plan
- Offline sync
Weeks 7–8
04 / 04Analysis, reporting and action planning
Theme scores, heatmaps and open-text coding, followed by manager packs with two or three priorities each.
- Leadership read-out
- Manager packs
- Follow-up pulse plan
Our view on engagement scores
Study types
Annual engagement survey
AnnualA full questionnaire across all staff once a year, with trend comparison from the second year onward.
Pulse surveys
QuarterlyEight to twelve questions every quarter on the priorities chosen after the annual survey, to see whether action is felt on the ground.
Exit and stay interviews
RetentionStructured interviews with leavers and with high-tenure staff, useful in high-attrition sites such as warehouses and stores.
Workplace safety and welfare survey
FrontlineFocused questions for plants and field teams on safety practice, facilities, transport and grievance channels.
Culture
A culture audit asks how work really happens: how decisions are made, whether people speak up, how managers treat mistakes, and whether stated values show up in daily behaviour. We combine a short survey with focus groups and a small number of leadership interviews, because culture questions answered alone on a form tend to come back polite.
Culture audits are most useful before a merger, a restructuring, a new leadership team or a values relaunch, when the organisation needs a baseline it can return to.
Trust index employee survey requests
Some buyers ask for a trust index employee survey by name. The Trust Index is Great Place to Work's own instrument used in its certification, and we are not licensed to run it. What we can do is measure trust in leadership, fairness and credibility with items written for your organisation.
Gallup Q12 survey India requests
Gallup's Q12 is a proprietary 12-item instrument. We do not reproduce its items. If your leadership wants a comparable engagement index, we build one from your own items and publicly described constructs, and we say clearly in the report that it is not Q12.
Employee survey benchmark data India
We do not hold an external benchmark database and will not quote one. From the first survey we give internal benchmarks across sites, functions and grades, and from the second year, trends against your own baseline.
Frameworks and benchmarks
Buyers often ask for a named model or an external benchmark. Here is what we can and cannot provide.
| You ask for | What it is | What we offer |
|---|---|---|
| Trust Index employee survey | A proprietary survey of Great Place to Work, used in its certification | We are not licensed to run it. We design our own trust and fairness items; for certification, contact Great Place to Work directly. |
| Gallup Q12 survey India | Gallup's proprietary 12-item engagement instrument | We do not use or reproduce Q12 items. We can build an engagement index from openly published constructs and your own items. |
| Employee survey benchmark data India | External norms to compare scores against | We do not hold a benchmark database. We give internal benchmarks across your sites, functions and years. |
| Custom culture model | Your values mapped to behaviours | Yes: items drafted with you and tested in a pilot. |
Trust Index is associated with Great Place to Work and Q12 is a Gallup instrument; both names belong to their owners. Checked September 2026.
Not the right fit if
- You need Great Place to Work certification or a licensed Gallup Q12
- You want external industry benchmarks from a large database
- All staff are desk-based and a self-serve online survey tool with email links is enough
- You want individual-level responses linked to names
A good fit if
- Large frontline, plant, retail or field workforces
- Multi-language teams across several states
- Sites with poor connectivity
- HR teams that want facilitation and reporting handled
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Learn moreContact
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Learn moreFAQ
Straight answers to the questions people ask most about this topic.
How do you keep employee survey responses anonymous?
We collect no names or employee IDs in the survey, set a minimum group size below which no result is shown, and give managers only their own team's aggregate. Facilitators step away while people answer, and the raw dataset shared with HR has identifying demographics grouped into broad bands.
What response rate should we expect?
It depends on how the survey is run far more than on the questionnaire. Email-only surveys often miss frontline staff. Facilitated sessions by shift usually lift participation at sites, and we track response daily so gaps can be fixed before fieldwork closes.
Can you run the survey in several languages?
Yes. Questionnaires are translated and back-translated, and the scoring is identical across versions so sites can be compared. Facilitators can read items aloud in group sessions while people answer privately.
How much does an employee engagement survey cost?
Pricing is on quotation. The main drivers are headcount, number of sites needing facilitated sessions, languages, and the depth of reporting and action planning. Share those details and we will send a scoped proposal.
India Nationwide, Hindi-first
Send headcount, sites, languages and the share of frontline staff. We will reply with a collection plan and reporting outline.