From three core values to recognisable behaviour
More than 700 employees each described what a new culture means in their everyday work. The result became a culture compass.
Read the case study for GasunieApplications 7 moments
For each of these moments you sharpen one question, everyone joins in live and you see which next step has support.
Every application has the same structure: a sharp question, a live dialogue and a report you can act on.
The survey results are in, but the why is missing. One dialogue around the key scores delivers a prioritised action list.
View: deepen your employee surveyA reorganisation, merger or measure has to land. Gauge the concerns before you break the news, and again afterwards.
View: changeAn anonymous dialogue about topics people do not discuss out loud. With reporting for the board, HR and the works council.
View: psychological safetyThere is a plan on the table. Test where the support is and which objections you need to take seriously.
View: test a decisionA strategy only works when people understand it and dare to question it. Let teams and layers respond to it.
View: strategyHear large groups in one hour and make visible where they differ and which direction gets support.
View: consultationDo not wait for signals to escalate. A fixed dialogue calendar lets leadership hear periodically what is changing.
View: continuous listeningCases In practice
Three projects, each with a different occasion.
More than 700 employees each described what a new culture means in their everyday work. The result became a culture compass.
Read the case study for Gasunie
For the Enforcement Strategy, SZW heard enforcers and citizens on one day, each in a dialogue of their own.
Read the case study for Dutch Ministry of Social Affairs and Employment (SZW)
Care organisation Westerkim shifted its focus from care to residents' wellbeing. Employees, volunteers and family helped determine the direction.
Read the case study for WesterkimIs your question not listed? Ask it in an introductory call and we will go through it together.
Every written message is rated by other participants. A message first goes to four others; with a lot of support it spreads step by step to the rest. That way participants' messages become the answer options that others vote on. That gives you a fuller picture than separate open questions.
Almost every dialogue touches on things people do not easily say out loud in a group, because they are critical, controversial or simply feel awkward. We know from experience that anonymity increases both the honesty and the depth of the conversation.
Yes. Everyone takes part in their own language. Thanks to real-time translation we work with more than 120 languages, even mixed together in a single session.
A dialogue makes sense once a group no longer fits in one meeting room. For sensitive topics, for example within a team, the dialogue is a safe place to speak freely, and it works from 8 people. At the upper end, up to 10,000 people take part at once.
Upvoice stores no personal data. Every participant gets a random code; a single functional cookie keeps the session together.
Yes. Every participant gets a random code instead of a name. Nobody can trace a message back to a person, not even us. Reporting per segment only happens for groups of at least eight people.
In two ways. With a licence you work on Upvoice, the Synthetron platform, yourself: we train your team and run the first session together. For a single project you choose full service, and we take care of everything. Your participants only need a link.
That depends on how often you run a dialogue, with how many people and how much guidance you want. With a licence, the cost per session is lower than with separate projects. After an introductory call you get a tailored proposal.
In a demo we show you how your question works as a dialogue: what you ask, who you invite and what you'll have at the end.