Peakon is a technology platform that converts confidential employees feedback into insights that leaders can put to work, to create more responsive, fulfilling, and productive workplaces. It enables you, as an employee, to instantly and confidentially share your thoughts, concerns, and ideas with your organization’s leadership.
The platform collects your feedback in real-time, analyses it, and delivers managers the insights they need to take immediate action and improve the business.
This article covers:
- Why provide feedback through Peakon
- How it works
- Your survey experience
- How we approach confidentiality
If you are looking for all our employee's tailored resources, check out our new Employee section.
Why provide feedback through Peakon
In today’s fast-paced and constantly evolving economy, organizations' success is heavily reliant on their employees. To navigate those changes, your organization wants to ensure that you can perform at your best, that you are highly engaged, and have a sense of inclusion.
We know that it can be frustrating to have just one chance to offer your feedback, especially when so much can happen in a year that may impact your professional and personal life. Your organization has chosen to use Peakon so you’ll be able to give your input more frequently and have a more immediate influence over your workplace experience.
Peakon empower you to initiate the change they want to see in the business by sharing your feedback about your workplace environment by answering specific questions each round, that we know to be key drivers of business operations and engagement.
How it works
Your organization have decided to provide you and your coworkers a tool to give your honest feedback confidentially and continuously, so you can drive change and help building a better workplace. This means that you will potentially see the survey in your inbox more than once. The platform collects your feedback in real-time through pulse surveys, analyses it, and delivers managers the insights they need to take immediate action and improve the business.
Here's a quick video for additional information:
Your survey experience
You’ll receive a broad selection of questions that cover how you feel about your company culture, how you’re managed, and the direction of the company as a whole. All these factors have an effect on how happy and energized we feel at work. You will have the opportunity to give each question a score (0-10) and a comment. We recommend adding comments, whenever possible, as it gives more insights to your leader on how to improve.
With your feedback, Peakon will help management identify the key areas that will improve your overall company culture and the engagement of each team, based on the scores provided and any additional comments left. This is leaving honest and detailed feedback is so important.
Depending on the frequency chosen by your organization, you may receive a survey weekly, monthly, quarterly or yearly. Some surveys may have more questions than others, depending on what questions, what frequency, and how you score particular questions. Peakon can ask additional questions at an individual level to gather more information, for example, when you score a specific question very low.
In order to measure, adjust and improve how your organization works, it’s important to be as scientific as possible. This means, occasionally you’ll receive a question that you’ve been asked in the past. Answering the same question again is the most accurate way for you to show if your experience at work is getting better over time.
- How likely is it you would recommend [Company Name] as a place to work?
- I have the materials and equipment I need to do my job well.
- I see a path for me to advance my career in our organization.
- [Company Name] really cares about my mental well-being.
- I am fairly rewarded (e.g. pay, promotion, training) for my contributions to [Company Name].
Every time you leave a comment, your Human Resources department or leaders that have access to your feedback can send you a quick acknowledgment via email. The acknowledgments that leaders can choose from are:
- Great idea
- Thanks for sharing
- I agree
- Working on it
- Would love to talk in person
Your information is still confidential and only the system knows your personal contact details so you can receive automatic email updates while remaining confidential.
Your manager can, from time to time, initiate a conversation with you, from a comment you wrote in the survey to ask for clarification, to provide assistance, or to get more information.
Remember that your personal details are not shared with the manager, the platform does the work for the leaders, by sending you the email automatically without telling them who you are.
Whenever you reply back to a conversation, your responses will be confidential.
Survey emails and reminders
Peakon uses your name in emails addressed to you to show that each survey link is personal to the employee. This is to ensure that employees do not forward their survey link to another employee, who may complete it on their behalf by mistake. The emails are generated automatically based on your employee record on Peakon, and your company will never see your name attached to any of your comments or scores.
Peakon tracks each individuals’ response status to a survey – in order to know if they should be reminded about unanswered questions – but this information is not visible to anyone in your company. Whether you have responded to the survey is never revealed to your managers/company.
How we approach confidentiality
The responses you give to Peakon’s questions are entirely confidential. We believe this is essential for everyone to be heard on an equal footing, and to ensure you never feel uncomfortable raising the issues that you feel strongly about.
Neither your co-workers, manager, nor anyone else in the organization can see who has provided any particular answer or feedback. In smaller teams, responses are aggregated so individuals cannot be identified.
The feedback you provide is confidential and then instantly visible to management on their Peakon dashboards, as long as the dashboard meets the minimum data visibility requirements (see Data visibility and confidentiality resources) set by your company. This makes Peakon a great way to give your view on what’s happening right now – whether that’s to praise something or raise an issue you need resolving.
Below is an example of a dashboard for a manager of a Support Services team composed by only 3 employees. The platform settings require the presence of 5 survey respondents ( for each round, for the platform to show any results.
This is how the administration settings look like for this specific example:
Peakon provides tailored resources to employees using the platform. You can find common FAQs and material to guide you through the platform in this dedicated section.
- How should I interpret the scale?
- I didn't receive the survey, what can I do?
- How do I reset my survey answers?
- How do I change the language of the survey?
- Why do I sometimes get the same question again?
- If it’s confidential, how do I get sent reminders to complete the survey?
- How do I view my own engagement scores and comments?
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