Signals doesn’t just collect feedback,it transforms it into clarity.
We surface real-time insights that help leadership teams understand what’s happening beneath the surface, track momentum over time, and respond with confidence.
Real-Time Dashboards
Get a live view of employee sentiment across the company. Weekly check-ins are visualized as trend lines, response heatmaps, and issue themes, so you can spot changes as they happen, not after it’s too late.
Actionable Reports
Every Monday, Signals sends a summary report highlighting:
- Key themes from staff comments
- Sentiment breakdown by team and location
- Unresolved issues from previous weeks
- Response rates and engagement levels
These reports give leaders the context they need to make better decisions, and act fast.
Interpreting Response Rates
High response rates (60–80%) indicate strong trust and psychological safety.
Low response rates (<40%) may signal fear, disengagement, or survey fatigue.
How to improve response rates:
- Close the loop: Acknowledge feedback weekly, even if a full solution isn’t yet available.
- Show action: Staff are more likely to contribute when they know their voice leads to change.
- Reinforce anonymity: Make it clear that feedback is safe and untraceable.
Over time, the simple act of listening and responding builds the foundation for consistent engagement.
Making Sense of Sentiment
Signals automatically tags every comment with sentiment: positive, neutral, or negative, but it’s the pattern, not the point-in-time, that matters most.
- A spike in negative sentiment could indicate stress, confusion, or a recent change in leadership, structure, or workload.
- A flatline of neutral sentiment may reveal apathy or disengagement, employees are present, but not participating.
- A rise in positive sentiment usually follows progress being made or staff feeling heard.
Look for momentum. Look for change. Then use that direction to guide your response.
Communicating Back to Staff
Signals works best when the loop is closed every week.
You don’t need to have all the answers,but you do need to show that you’re listening. Some examples:
“We heard several comments about unclear project roles this week. We’ll clarify these in Monday’s standup.”
“There were some concerns about leadership visibility. We’ve added open office hours on Thursdays to make this easier.”
“A few of you shared that last week’s change was frustrating. Thanks for your honesty. Here’s what we’re adjusting…”
Even a simple acknowledgement builds trust. It tells staff: you’re not just talking about culture, you’re building one.