Q How do you incentivize the employee to take the time to actually fill those surveys out? I feel like people get those surveys, they ignore them.
A So, so that's the interesting part of that, right? So you did surveys suck, right? Everybody agrees that, right? And NPS specifically are, are very bad. Like you get no signal from it, from an intense standpoint to understand what to actually do with it. So one, it's the way that we ask questions. Two is the way that we score questions, right? So the way someone scores has, or answers a question, has a half-life associated with it. So that will help us understand exactly when to follow up with that person again. But to your point, We don't just take survey data and report some garbage metrics to a manager, right? What we also do is provide recommendations to both the manager and the employee to how to actually fix the things that are going wrong. So we see that an employee is burning out. We'll push a playbook to a manager to say, these are the things you should be doing. Reduce hours, whatever it is, right? Go to a four day work. We talk more about empathy, but we'll also, we have a marketplace where we've integrated into head Space and the Calm and Equinox and SoulCycle and InsightTrack and all these other things where we'll tell the company the exact service to buy for that employee based off the data that we're seeing. But on the opposite of that, we'll do the same thing with employees. We'll say, employees, this is what you're struggling with. Here's what you should do to …
AI assessment note: “What we also do is provide recommendations to both the manager and the employee”