“Emotional feedback captures a person’s emotions and feelings ‘in the moment’. This undiluted and instinctive feedback is incredibly powerful.

Strategic and tactical feedback gathers rational and considered thoughts, which is valuable, but when it’s combined with emotional feedback it transforms engagement programmes.

Being emotional and instinctive is part of our freedom to be human.”

always on

AlwaysOn is revolutionising employee feedback. If you think of a traditional feedback programme there are 3 elements:

  • The timing of the programme
  • The questions being asked
  • The way employees respond.

All 3 are controlled by the organisation.

AlwaysOn is changing the status quo by putting the employees in control of the feedback they provide, when they give it and how they do it.

We want to give people an opportunity to shape and influence their environment and one of the best ways to do this is through emotional feedback. To do this the process needs to be quick and moulded around the individual.

AlwaysOn is a single question survey where the individual provides a rating and comment, easy right? To mould AlwaysOn around your people they can provide feedback via text, mobile, voice, and kiosks in communal areas.

Oh and to make the experience more human we’ve designed it so feedback is given in a conversational style.



“Well this all sounds great, but how are we going to analyse and pick out the key themes from all this feedback?” is the question we get asked most about AlwaysOn. Well when we designed AlwaysOn we knew more feedback doesn’t necessarily mean more insight. Therefore, we created additional insights on top of our standard dashboards. We enhanced our sentiment analysis to include ‘entities’ where we categorise comments into descriptive groups such as Collaboration, Communication and Values. We also introduced a ‘% favourable’ insight which gives a headline view of how many favourable score you have received.

Always on

When it comes to implementing AlwaysOn the temptation is to try to address every piece of feedback, but often this isn’t possible due to the volume. When this happens we advise companies to use the dashboards and insight tools available to identify high level themes which occur regularly and target those.

From our experience of running successful emotional feedback programmes the key is to acknowledge the feedback to show you’ve listened.