For HR leaders & people operations teams
Hear what people need from the next change.
For HR and People teams planning changes at work. Offer one-to-one AI conversations alongside surveys, interviews and team discussions. Review what people say, understand where experiences differ, and decide what needs a closer look.
Bring people's experience into the change process.
A score leaves questions unanswered
An engagement survey can show how people rated their experience without explaining what led to the answer. Before planning a change, you need the situations, concerns and expectations behind the score.
Ask about the experience behind it
Choose a question about the change you are considering. Harmonica runs individual chat conversations, with follow-up questions to explore what people mean. Read those contributions alongside survey results and interviews.
People may hold back in a team discussion
People can worry about how a contribution will be received, or whether colleagues will recognise their experience. A different format still needs a clear explanation of who will read the responses and how they will be used.
Offer an individual route to contribute
People can respond in their own time through a one-to-one conversation. Explain participation and sharing before you invite them, and keep another route open for people who prefer it. The format gives you another way to listen; trust also depends on what happens next.
A theme needs context
A recurring theme may mean different things to different people. An unusual contribution may still matter. Before turning feedback into a plan, you need to examine disagreements, missing perspectives and the limits of who took part.
Review the material before deciding
Use the themes as a starting point, then read individual contributions and compare them with other research. Decide what needs further discussion, what you can act on, and what to share back with the people who contributed.
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Features that matter for people ops
Questions for your context. Add the background to the change you are planning and choose what you need to understand. Keep the scope clear enough for people to give specific experiences.
Adaptable starting points. Explore the template library and adapt the questions to your listening round. A template supports your process; you decide whether it fits the situation.
Conversations in people's own time. Share a link through the channels your team already uses. People contribute through chat without arranging a shared meeting time.
Themes and original contributions. Review the synthesis alongside what people said. Keep disagreements and contributions that need further exploration visible in your interpretation.
Exports for further analysis. Bring responses into your usual analysis tools alongside interview notes and survey results. Decide which findings are ready to share and which need more work.
Model and hosting options. Connect provider API keys through BYOM, or explore self-hosting as a separate deployment option. Review the hosting and pricing options against your organisation's requirements.
How it works
Plan a focused listening round.
Start with a change you are considering. Decide whose experience you need to understand and how these conversations complement surveys, interviews and team discussions.
Tell people who will read the contributions and how findings will be shared. Send the conversation link through your usual channels and keep another way to contribute available.
Read the themes and original contributions alongside your other research. Decide what needs follow-up, then explain what you learned and what will happen next.
Set clear expectations before people take part.
A credible invitation helps people decide how to contribute.
Get help with the listening planWho will read the responses?
Can I promise complete anonymity?
What if someone prefers a different way to contribute?
Start with one question about the change ahead
Try a small listening round. Review the contributions and decide what you need to understand before taking the next step with your team.