The people who never open your survey email.
Factory floors, delivery fleets, BPO shifts, logistics yards. They will not finish a form on a shared phone at the end of a shift — but they will talk, in their own language, for five minutes. You see the pattern; you never see the person.
The promise
De-identified is enforced by the platform, not by a policy document
An HR feedback programme lives or dies on one question, and the workforce asks it first: can my supervisor find out I said this? Everything else on this page depends on the answer being verifiably no.
The employer never sees an individual answer.
Every study declares how answers are disclosed — Anonymous, De-identified or Named — and the platform enforces that declaration in reporting. De-identified means we hold the link between a person and their answers and refuse to resolve it, which is a stronger thing than a promise to be careful with it.
Small groups stay small.
Reports hide any group smaller than the configured floor, so a five-person night shift cannot be read back to five people by filtering the dashboard down to them.
People are told before they speak, not after.
The conversation opens with what is being collected, who will see it and how long the recording is kept. Consent is recorded with a receipt, and anyone can opt out — which is also what makes the answers worth reading.
How it runs
Exit interviews, and the waves in between
Attrition is expensive because the reason arrives too late to act on. A conversation at exit tells you why one person left; the same engagement survey, sent out again as a fresh wave — on a monthly schedule, or started by you whenever the next one is due — tells you who is about to.
Exit interviews people actually complete.
A leaving employee answers a five-minute conversation on their own phone, on their own time, in their own language. You get the real reason in their words, structured into the same categories as everyone else’s.
Follow-up — the same short conversation, on a schedule you set.
A recurring wave to the same population, so morale and safety become a line you can trend rather than a once-a-year survey nobody believes.
No app, no login, no shared-device problem.
A link opens the conversation on any phone, works on a slow connection, and asks nothing of a worker who does not have a company email address.
Grievance Redressal
The same loop, pointed at your own people
What surfaces in a conversation can become a numbered complaint: acknowledged on a clock you set, assigned to a named officer, escalated when it runs late, and closed with a resolution note and a corrective action. A safety concern escalates loudly to named people and cannot be closed without an outcome on the record.
Complaint workflows aligned with ISO 10002. DPDP-aligned: consent receipts, erasure, opt-out honoured within 24 hours, and storage in India. Disclosure is a setting the platform enforces in reporting — not a paragraph in a policy.