Participate in a team conversation, and visualize common goals

• Our tool lets 1000+ people brainstorm together in a common interface.

• We set up the surveys in 5 mins.

• Surveys are open for 5 days, your colleagues need 5 mins, to participate.

• We analyse the output and send you a presentation.

Use cases

These are the most common use cases where your team can effortlessly find the best answers together.

• Basics

  • Strengths and challenges: Our favourite project type. Two questions about why you like to work here, and what are the challenges.

  • Townhall meeting (all hands meeting) preparation: If you organize all hands meetings use our tool to gather the questions. If you don't, you should probably start doing so, because it builds an important feedback loop in the company. This is one of our favourite ways of gathering data. Why? People are really enjoying it, and they basically talk about ways to build a better company.

  • Employer branding: If you’d like to base your employee branding on the whole team’s opinion, instead of abstract values. Normally we recommend talking about the challenges too, in which case you can use our Strength and challenges project template.

  • Developmental ideas: If you want to ask people about ways you could work better as a team. Can be a general question (how could we work better), or something specific, like “how could we have better meetings”. Typically one question.

  • Meeting preparation: To you gather topics for a meeting. Typically one question.

  • Corporate values: Find out what are the core values of your company, bottom to top.

• Feedback

  • Leadership evaluation: Our tool is rarely used to give feedback to a leader, but if she/he is open for suggestion from the team, you can give it a try.

  • Retrospective: If you look back in time to learn how you could have worked better as a team. Typically two questions: what did we do well, what were the challenges.

• Specific processes

  • Candidate experience: It does not matter whether you hired somebody or not, they can give you valuable feedback about your hiring process. The best is if you can ask both successful and unsuccessful candidates, even if the latter can be tricky due to lack of motivation and privacy concerns (no company email) but it’s worth a try.

  • Exit interview: If you want to have better insights from people leaving the company. They can work asynchronously with other ex employees to find out why it was good to work here, and what were the challenges.

  • OnBoard evaluation: If you want to have better insights from the newcomers about your onboarding process. They can work asynchronously with other new employees to find out what worked well in the process, and what could be improved. Typically these two questions are asked at different times of the process: end of first week / month / 3 months.

• I'll ask my customers

  • Product/service satisfaction: Your brand is what your clients say when you are not in the room. Gather honest anonymous opinions from your clients in email, or by putting a link on your site or product page.

• Custom

  • Custom: build your own project. Start with a blank project, if you can’t choose any other. You will add one or several questions.

HR and managent: analyse rich output

You can see the most important tensions in the organization. You can dig deeper and see team differences, and the big picture. We deliver a presentation highlighting the most interesting results.

Works on every device

Whenever you share anything with the team, you can be sure they can access it on their phones, tablets or computers.

Want to learn more? Read our F.A.Q.