The alert stays in an email
Someone sees it, mentions it in a meeting and forgets. There's no owner and no date, so there's nobody to ask.
Action plans
From an alert comes a plan: who's in charge, what will be done and when it's reviewed. At 30 days, the report says whether the score moved. Without this, measuring is collecting charts.
Source: alert “High workload in Warehouse”.
The problem
If you ask and nothing happens, fewer people answer next time. The plan is what closes the loop and what people notice.
Someone sees it, mentions it in a meeting and forgets. There's no owner and no date, so there's nobody to ask.
“Improve communication” can't be done on Thursday. “Review the afternoon shift rota” can.
Something is done, but nothing is measured again. And if it isn't measured again, you don't know whether to repeat it or change it.
How it works
Origin
When a dimension drops for two weeks, the alert brings the context: team, dimension and how many people responded. The “Create plan” button opens a plan with that origin already filled in. It can also be created manually from a survey result.
The “Workload” dimension has been below 55 for two weeks. 9 people have responded.
Create action planContent
Each plan has an owner (usually the team's manager or someone in HR), a list of small actions that can be ticked off and a review date. By default, 30 days.
Source: alert “High workload in Warehouse”.
Closing
The impact report brings together what was measured before, what was marked as done and the score after. It shows whether the dimension moved. It says correlation, not causation: it doesn't promise the action was the cause.
See the impact reportWho sees what
The person
The manager
HR
Privacy rule
An action plan isn't a case file. It opens on a team's dimension and closes with that team's score. In between, there are no names of who answered.
Works with
No feature works alone. They all follow the same privacy rule.
HR and team managers, from an alert or from a survey result. Each plan has an owner, who may be someone else.
Small ones with a date: review a rota, cover a peak with extra staff, a team conversation, a short course. Whatever can be ticked off within two weeks.
With the impact report at 30 days: score before and after, what was done and participation. It shows the change, not a guarantee of cause.
Yes. 30 days is the default because it gives the check-in time to gather several weeks. You can shorten or extend it.
By default, no. The company can communicate what will be done, and we recommend it: people answer more when they see it leads somewhere.
Start today
Measure for two weeks, let the first alert come out and turn it into a plan with a date. The report arrives on its own.
€3 per employee per month. No lock-in. No card to start.