Some voices go unheard
Team meetings tend to amplify those who speak up. How are things for the colleagues who say less?
Sound familiar?
Understanding your people starts with giving them a voice
Not every concern reaches HR on its own. And collecting feedback only becomes useful when you discuss the findings and show what happens next.
One comment is not the whole picture
A difficult week or a passing comment needs context. Is it a one-off, a recurring pattern or something affecting more people?
The survey ends. Then silence.
Employees have shared their experiences but cannot see what happens next. The findings sit untouched while the next survey approaches.
1. Set up your survey
Ask questions you can act on
Want to understand workload in a team or how new colleagues experience their first weeks? Choose eNPS for the recommendation question, Pulse for regular check-ins or a survey to explore a topic in depth.
Set the participants, questions, timing and any repeat schedule. Prepare a draft before publishing. Ratings, choice questions and free text help you capture both a signal and the context behind it.
2. Hear from employees
Give employees room to tell their story
The survey appears as a personal action in the Employee App. Employees work through the questions one at a time and can add their own explanation of what would make their working day better.
Responses can be saved and resumed later. If a survey is anonymous, the app explains this before employees take part, so they know what to expect before submitting.
3. Understand the findings
Read the score in context
HR and managers see the eNPS score alongside participation, the response distribution and the change from an earlier survey. This gives them more to work with than a headline number.
For surveys, review each question and read the written feedback. Use repeated measurements to discuss how things are changing. Anonymous results remain hidden until the configured minimum response threshold is met.
4. Follow through together
Make the next step someone’s responsibility
Discuss what stands out and agree what needs attention. Create follow-up tasks with an owner and due date, arrange a conversation or use a project to tackle a broader improvement.
Share what you have agreed and revisit it at the next check-in. HR and managers choose the actions; WorkVine keeps that follow-up alongside their day-to-day work.
What changes
Everyone contributes. Someone owns the next step.
Employees share their experience, managers discuss what is needed and HR connects the survey process with the follow-up.
Employees: a place to share their experience
Respond in the app you already use, explain your answers and hear what the organization plans to do next.
Managers: a clearer starting point
Discuss the findings with your team and turn them into clear commitments, with an owner and a time to review progress.
HR: connect listening with action
Coordinate surveys, track participation and results, and help managers decide how to follow through.
Is this right for your organization?
For organizations that want to listen, not just measure
Whether you support one team or several locations, listening and day-to-day follow-up work better when they belong together.
- You need to hear from people working different shifts or across several locations.
- You want to discuss workload, collaboration or onboarding regularly, not just in an annual survey.
- HR and managers need a shared basis for conversations with their teams.
- You want to act on feedback in the same platform you use for conversations, tasks and team updates.
Capabilities
What you can do with Insights
Ask your own questions, review each survey round and keep findings and next steps connected to everyday work.
eNPS and engagement
- A consistent recommendation question, with score, response rate and distribution.
- Schedule survey rounds and compare results over time.
Pulse and regular check-ins
- Short questionnaires on topics such as workload, support and collaboration.
- Repeat weekly or monthly, with participants and results for each round.
Surveys and employee satisfaction
- Build an employee survey around a topic that matters to your organization.
- Combine ratings, single- and multiple-choice questions and free text.
- Edit or duplicate drafts, publish surveys and archive completed surveys.
Participation and visibility
- Choose whether a survey is anonymous and set its minimum response threshold.
- Employees answer their own questions; organization-wide findings are available to authorized Office users.
Your day-to-day dashboard
- The home widget library includes tasks, schedules, conversations, projects and training.
- Where enabled, add, remove and arrange available widgets on your own Office dashboard.
- Existing permissions and team scope still determine which information you can see.
Practical follow-through
- Record next steps in WorkVine tasks, conversations and projects.
- Use Communication to tell teams what was discussed and what will change.
Frequently asked questions
More about eNPS, Pulse and employee surveys
Practical answers about questionnaires, participation, anonymity and how surveys fit into your workflows.
What is the difference between eNPS, Pulse and an employee survey?
eNPS uses a consistent question about recommending the organization as a place to work. Pulse is a short, recurring check-in for tracking themes over time. A one-off employee survey explores a subject in greater depth, such as collaboration, onboarding or employee satisfaction.
How do employees take part?
The survey appears as a personal action in the Employee App. Employees read the introduction, answer the questions and submit their responses. They can save their progress and return later. The app does not show organization-wide survey results.
Can we use our own questions?
Yes. Pulse and surveys support your own rating, single-choice, multiple-choice and free-text questions. eNPS uses its standard recommendation question. You can choose the format that fits what you need to learn.
Are surveys always anonymous?
No. You choose this during setup, and employees can see whether the survey is anonymous before taking part. Anonymous survey reports do not display employee names alongside answers. You set a minimum response threshold before results can be shown. This helps protect small groups, but it cannot guarantee that an answer will never identify someone.
How should we handle small teams and free-text answers?
Choose the participant group and response threshold with your survey in mind. In a small team, a role, incident or turn of phrase can reveal who wrote an answer, even without a name. Ask employees to avoid names and identifying details about themselves or others. Agree in advance who will review the results, and share themes with the team rather than individual quotes.
Does WorkVine create improvement actions automatically?
HR and managers interpret the findings and decide what action to take. They record follow-up in tasks, conversations or projects and share updates through Communication. WorkVine supports this process; it does not make HR decisions based on a survey score.
Can we customize our Office dashboard?
Yes, if your organization allows personal layouts. Choose from the available home widgets and add, remove or rearrange them, including tasks, schedules, conversations, projects and training. Permissions and team scope still apply. Some figures refresh periodically rather than in real time.
How does Insights differ from Reports?
Insights focuses on how employees experience work: eNPS, Pulse, surveys and the meaning behind feedback. Reports examines recorded work processes, such as hours, absence and training results. Both help you prepare for conversations and decisions, using different sources of information.
Where work, people and growth come together
What would you like to learn from your employees?
Bring a topic that matters to your teams, such as workload, collaboration or the first few months in a role. We will show you how to ask the right questions, collect feedback and plan what happens next.