Give people a place to speak. Give HR a way to listen, act, and close the loop.
Ideas die in WhatsApp. Concerns vanish in hallway chats. Old “suggestion boxes” take feedback and never say what happened next. Employee Voice gives every person a simple way to share a suggestion, concern, feedback or thank-you - and a clear path for HR to review, respond, and show that someone actually listened.
From “someone said something somewhere” to a response people can see.
Collecting feedback is easy. Showing people what happened next is the hard part - and the part that builds trust.
A short form - type, category, title, story
New → under review → in progress → resolved
Write a response. The person sees it.
Anonymous when needed - identity stays off HR screens
HR runs the inbox. Leadership sees the themes. Managers keep the human conversation.
Same feature. Three reasons it comes up on a sales call.
Stop collecting feedback into a black hole.
You already know the pattern. Someone messages you on WhatsApp with an idea about the cafeteria. Another person emails a concern about meeting rooms. A third leaves a sticky note on a manager’s desk. None of it has an owner, a status, or a way to prove you followed up. Employee Voice puts every submission in one inbox: New, Under Review, In Progress, Resolved. You open it, categorise if needed, write a short “we heard you / we did this” response, and close it. The employee sees what happened on My Feedback. That is how trust is built - not by another form that disappears.
- One channel for suggestions, concerns, feedback and appreciation
- Dashboard cards and filters so triage takes minutes, not a weekend
- Write a response, change status, mark duplicates when twenty people say the same thing
Culture is what happens after someone speaks up - not the poster on the wall.
Leadership does not need a grievance case system or a psychology product. They need to know the company has a real listening habit: people can speak, HR can respond, and volume by theme is visible without outing anyone. Resolution rate and category trends answer a boardroom question in plain language - are we closing the loop, or collecting noise? Anonymous stays anonymous. This is not ticketing. It is accountability for the soft stuff that still drives retention.
- Volume by type and category - facilities, culture, policy, IT - without a BI project
- Resolution rate you can read in a leadership meeting
- Export when the pack needs a file - still privacy-safe
Keep human conversations. Let the company have a shared listening channel.
Managers should not become the company’s unofficial complaint desk - and they should not fear a tool that turns every honest note into a scoreboard. Voice sits with HR for triage and response. When someone chooses anonymous, HR never sees a name. When they speak openly, the conversation can still stay constructive. Your job stays leading the team; the product closes the loop so people stop saying “why bother suggesting?”
- Team members submit from the same place they already use for leave and payslips
- Anonymous means anonymous on HR screens - trust holds
- Clear split from Mood Pulse (feeling) and Surveys (HR asks) - Voice is when the employee speaks first
Why informal feedback keeps failing - and what changes.
Most companies already say they “welcome feedback.” What they lack is a channel people trust - with an owner, a status, and a response that comes back.
WhatsApp / email / hallway feedback
No owner, no status, no proof you followed up
One Voice channel: submit → triage → respond → close, with My Feedback visibility
Physical or digital suggestion box
Feedback goes in; nothing comes out; trust dies
Close-the-loop responses employees can read on their own history
Google Form “tell us anything”
Spreadsheet dump, no triage habit, anonymous leaks in reports
HR inbox with status cards, anonymity rules, and privacy-safe analytics
HR ticketing bolted on as “feedback”
SLA fear, investigation theatre, wrong product for ideas and appreciation
Intentionally not tickets - listen, categorise, respond, resolve
Twenty duplicate messages about the same issue
HR burns time; themes stay invisible
Mark as duplicate + trending count on the primary item
Mood, surveys and suggestions mashed together
Everything becomes a long form; nothing gets a clean habit
Voice is when employees speak first. Mood and Surveys keep their own jobs.
Leadership “listening” stories from corridor talk
No resolution rate, no theme view, nothing for the board pack
Type/category totals, resolution rate, export when needed
Starter plan with a locked feedback teaser
Buyers feel baited; teams never build the habit
Professional and Enterprise ship the full loop. Starter does not fake it.
The listening gaps teams stop living with.
Each one is a real Monday-morning problem, closed by how Employee Voice works.
Ideas and concerns arrive on WhatsApp, email, or a hallway chat - and then vanish.
One Employee Voice channel. Submit → categorise → act → respond → close. Something you can actually run.
The old suggestion box takes feedback and never tells anyone what happened.
My Feedback shows status and HR’s response. People see the loop close - that is why they speak again.
Twenty people report the same parking problem as twenty separate messages.
Mark as duplicate and see a simple trending count on the primary item - triage stays sane.
People will not be honest if they think their name sits next to a tough concern.
Submit anonymously. HR never sees identity on those items. The submitter still tracks their own My Feedback.
Leadership asks “are we listening?” and HR brings corridor stories instead of numbers.
Totals by type and category, resolution rate, and an export when the meeting needs a file.
Tools turn “feedback” into a grievance case system with SLA clocks and investigation workflows.
Intentionally not ticketing. No escalation matrix. No investigation theatre. Listen, respond, close.
HR ships a form first - then realises there is no inbox, and trust collapses on day one.
HR can triage and respond before the first employee submission lands. Black holes are the problem we sell against.
Mood tools, surveys and suggestion boxes get mashed into one confusing module.
Mood = how people feel. Surveys = HR asks. Voice = employees speak first. Communications announces. Clean jobs.
Starter buyers get a locked “coming soon” feedback tile that feels like bait.
Professional and Enterprise get the full listening loop. Starter does not pretend to ship it.
Nobody knows when new feedback arrived, or when HR finally replied.
HR gets notified on new submit. Employees get notified when status changes or a response lands.
Six reasons this stays useful after the demo.
If a competitor only ships a form and calls it “employee voice,” you are buying a black hole - not a listening culture.
Close the loop - that is the product
Anyone can collect a form. Few products force a visible “you said / we responded” path. That loop is what competitors miss.
Not a suggestion box. Not a ticket desk.
Suggestion / feedback / concern / appreciation in one place. No SLA clocks, no grievance case theatre, no PMS ratings.
Anonymous that people can feel
HR screens never show name, photo or email on anonymous items. Analytics avoid tiny slices that re-identify people.
Triage HR can finish in under a minute
Open the item, set status, write a short response, save. Summary cards show New / Under Review / In Progress / Resolved.
Duplicates and themes without a BI suite
Mark duplicates. See trending counts. Category bars for leadership. Export when you need a file.
Fits the engagement suite cleanly
Announce with Communications. Celebrate with Milestones. Feel with Mood. Ask with Surveys. Listen with Voice. Five Monday-morning jobs, not one overloaded module.
What you can actually do.
Share feedback in under a minute
- Four intents: Suggestion, Feedback, Concern, Appreciation - one product, not four apps
- Pick a category, write a short title and description
- Choose “my name visible” or “submit anonymously”
- Confirmation that feels finished - no fifteen-field wizard
- Lives in My Services next to leave and payslips
HR listening desk - triage and respond
- Summary cards: New, Under Review, In Progress, Resolved
- Search and filters across recent feedback
- Open detail, change status, adjust category, write HR response
- Configurable categories that match how your company talks
- Built so HR is ready the day the first submission arrives
My Feedback - employees see what happened
- History of everything they submitted, with clear status chips
- When HR responds, they see the response on their own item
- Anonymous submissions still appear for the submitter - they already know it is theirs
- Stops the “why bother?” feeling that kills culture
Anonymous that holds under pressure
- HR list and detail never show identity on anonymous rows
- Notifications to HR omit names for anonymous items
- Analytics skip “by employee” and hide slices too small to stay safe
- Identity is kept only for ownership and My Feedback - never flashed to HR
Light analytics leadership can use
- Totals by type: suggestions, concerns, feedback, appreciation
- Volume by category - facilities, workplace, policy, culture, IT…
- Resolution rate in plain language
- Export a filtered list when the leadership pack needs a file
Duplicates, notifications, steady heartbeat
- Mark as duplicate when the same theme floods in
- Simple trending count on the primary item
- HR notified on new voice; employee notified on status or response
- Same notification patterns people already trust elsewhere in the HRMS
Full listening loop on Professional and Enterprise.
A story you can explain on a pricing call - honest capability, no locked empty tile pretending to ship.
Starter
Employee Voice is not on Starter - on purpose.
- No locked empty “feedback” tile that feels like bait
- Use Communications, Milestones and Surveys polls for other engagement jobs
- Upgrade when leadership wants a real close-the-loop listening channel
Professional and Enterprise
Same Employee Voice capability on both plans.
- Submit suggestion / feedback / concern / appreciation - including anonymous
- HR dashboard, status tracking, categories, HR response, My Feedback
- Notifications, basic analytics, export, mark as duplicate / trending
- The listening loop CEOs and MDs expect when they ask “are we hearing people?”
What makes the approach different.
Accountability after the submit button
Collecting feedback is easy. Showing people what happened next is rare. That is the sale - and the culture shift.
Honesty without outing people
Anonymous when someone needs it. Small analytics slices stay hidden. Leadership gets themes, not a hit list.
Built for how HR actually works
Four status cards, a detail drawer, a short response. Under a minute from New to a visible reply.
Deliberately not a grievance system
No SLA clocks, no investigation workflow, no PMS ratings. Ticketing is a different product for a different job.
Fits next to Mood, Surveys and Communications
Feel. Ask. Announce. Listen. Buyers leave the call knowing which Monday-morning job each module owns.
No separate “listening” subscription
Employee Voice lives in the HRMS you already buy. One login, one invoice conversation, one place people already open.
Employee Voice - questions buyers actually ask.
Stop collecting feedback into silence. Start closing the loop.
Book a short walkthrough: submit a suggestion, open the HR inbox, write a response, show My Feedback, then open the category view. Those five screens usually settle it for HR, managers and leadership.
Trusted HRMS for Modern Businesses
