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Announcements go to the workspace with read tracking, so you know whether a policy change was actually seen. Surveys run against the org structure, so results can be cut by team without a mapping exercise.
The HR queue works like a helpdesk, except the person asking is already identified and their record is attached to the request.
Because the answer is on a record the employee cannot see, and the question arrives by email where it cannot be routed or measured. Leave balance, payslip, policy, contract terms — the same four questions, individually.
None of them needs a person, and all of them get one.
The routine questions stop reaching a person, because the employee can see their own balance and payslip. What remains reaching HR is the part that needed judgement.
Request volume becomes measurable. "Forty people asked about the new policy" is a signal that the policy was unclear, and one nobody has when the questions arrive by email.
It does not do anonymous whistleblowing, and it should not be used for it — the record is attached, which is the opposite of what that requires.
Survey analysis is basic: results by team and over time, not sentiment modelling or free-text clustering.
Start with the four questions you answer most. Publishing those answers where employees can self-serve removes most of the volume before you configure anything.
Set expectations on response time and publish them. An unanswered queue is worse than an email address.
The personnel record, so a leave question arrives with the balance attached. Nothing else — HR requests are deliberately not visible to other products. Where a request becomes a real piece of work, it can be escalated into Loop with the link back preserved.
Announcements go to the workspace with read tracking, so you know whether a policy change was actually seen. Surveys run against the org structure, so results can be cut by team without a mapping exercise.
The routine questions stop reaching a person, because the employee can see their own balance and payslip. What remains reaching HR is the part that needed judgement.
It does not do anonymous whistleblowing, and it should not be used for it — the record is attached, which is the opposite of what that requires.
Start with the four questions you answer most. Publishing those answers where employees can self-serve removes most of the volume before you configure anything.
Fourteen days, every module, no card. Or half an hour with someone who will run it on your own records and tell you where it does not help.