Employee voices that become actionable -- without breaking anonymity.
Engagement, pulse, and exit surveys with honest open-ended answers -- auto-coded, clustered by drivers, prepared for leadership. With k-anonymity, works council clearance, and audit trail from day one.
"Die Workload-Spitzen kommen immer Ende des Quartals und niemand schaut sie an, bis Leute kuendigen."
Workload - 38 aehnliche AntwortenThree reasons people data ends up in a drawer.
We have been working since 2022 with HR and people analytics teams in DAX corporations, mid-market companies, and the public sector. The patterns are remarkably consistent -- and solvable.
Likert scales miss the point.
You know workload is at 5.4 out of 10 -- but not whether it is about last-minute escalations, bad tools, or unclear priorities. The answer lives in open comments nobody reads.
Anonymity becomes an excuse.
Fear of re-identification leads to blanket suppression: open answers go unanalyzed, filters get locked, reports get redacted. Instead of proper k-anonymity, a blanket ban prevails -- and insights remain untapped.
Managers get 80-page reports.
What leaders need: three points for my team, honest, with quotes. What they get: a PDF with corporate cross-sections, industry benchmarks, and a survey appendix. That changes nothing.
Six building blocks that make people analytics actionable.
Standard modules in deepsight cloud, combinable with slide factory for manager decks and custom projects for HRIS integration.
k-Anonymity by Default
Below n<5, results are auto-aggregated or locked. Combination risks (location x function x tenure) are checked before every report. Audit-proof documented.
Open-End Coding Without Redaction
Open answers are clustered, not searched. Personal references are removed before analysis -- you see topics, not names.
Driver Analysis Instead of Word Clouds
The engagement index is traced back to topic drivers. Which clusters move the scales? With effect size and confidence, not just sentiment.
Manager Cuts, Automatically
One report per team, three points, with anonymized original quotes. No PDF graveyard, no corporate cross-section for a department head.
Works Council Template
Templates for works council agreement, DPA, TIA. What is processed where, who sees what, which aggregation levels -- ready to submit.
Multilingual
DE, EN, FR, ES, IT, NL, PL, TR -- employees respond in their language. Topic clusters are cross-lingual, without translation loss.
Those who redact conceal. Those who aggregate see.
Anonymity in HR is not a compliance exercise -- it is the prerequisite for honest answers. We work with k-anonymity, l-diversity, and automatic re-identification checks. Default from n=5, stricter if needed.
- Before every analysis the filter combination is checked against the minimum size. Cells too small are auto-aggregated or grayed out.
- PII scrubbing in open answers: names, email addresses, location details are removed before coding -- not when reading.
- Audit log per report: who saw what, when, with which filters, which aggregation level. For compliance and the works council.
From questionnaire setup to the manager deck.
A pulse wave takes 3-4 weeks, an annual full survey 6-8. What changes is the depth of analysis -- the steps are the same.
Setup & WC Template
Questionnaire templates, minimum aggregation, role concept. DPA and works council agreement as template -- you adapt, we deliver the framework.
Field Phase & Reminders
Multi-channel (email, MS Teams, QR in break rooms), multilingual. Token-based anonymous -- we do not know who responded, only that someone did.
Auto-Coding & Clusters
Open answers are clustered, with inter-rater reliability against a human sub-sample. Code frame is editable -- and reusable for the next quarter.
Manager Reports
One cut per team, three drivers, anonymized quotes. Straight from data into slide factory -- corporate template, no hand-editing.
People Analytics. Not Survey Tool.
Classic survey platforms deliver Likert aggregates and a PDF. Generic BI stacks need their own methods team. Three properties that set us apart:
- Text matters, not just numbers. Open answers are audit-proof coded and fed into driver analysis -- not a word cloud.
- Anonymity that holds. k-Anonymity, l-diversity, and re-ID checks are built in -- not an Excel filter after the fact.
- From pulse straight to slide. Manager decks from slide factory, with corporate template and re-run per quarter. No hand-editing.
We analyzed 14,000 open answers from the last engagement survey for the first time ever -- before, they ended up in the appendix. The driver clusters made three topics visible that had completely disappeared in the Likert average.
What else belongs to the HR solution.
People analytics rarely stands alone -- it sits between the survey engine, manager reporting, and custom HRIS setup.
Survey engine, auto-coding, driver analysis, anonymity guard -- as a standard module.
Manager reports and steering committee decks from survey data -- corporate template, one re-run per quarter.
HRIS integration (SAP, Workday, Personio), custom scales, on-prem for enterprise setups.
Bring an old survey. We will code it live.
Send us 200 anonymized open answers from a past wave. We cluster them in 30 minutes and show which drivers disappeared in the Likert average. No sales machine, no NDA required upfront.