Reinforcement layer (engaged after operating cadence exists)

Listening & Employee Experience System

A structured system to reinforce ownership and follow-through on employee feedback.

The Listening & Employee Experience System is not a survey tool or engagement program.

It is used when decision rights, manager cadence, and accountability already exist — but employee feedback is not reliably acted on.

This work defines a repeatable loop for prioritizing, assigning, and tracking actions so feedback leads to visible follow-through.

This Solves (What You Actually Feel Day-to-Day)

This work assumes an existing Manager Operating System and does not replace operating model or governance design.

You run surveys, but employees don’t see anything change — trust erodes and “survey fatigue” sets in
Actions from surveys die in spreadsheets and slide decks — no owners, no deadlines, no follow-through
Different business units respond to feedback inconsistently (or not at all), so results feel random
Tools like Culture Amp, Qualtrics, or Officevibe collect feedback, but don’t define ownership or follow-through

The system defines a consistent loop for deciding, assigning, and tracking actions, so feedback doesn’t stall:

Listen → Decide → Act → Measure — aligned to the existing operating rhythm of your business

Typically engaged by:

SaaS, Healthcare, & Professional Services

250–2,000 FTE organizations with distributed teams and established listening tools.

Typically triggered when:

Surveys are frequent, but follow-through is inconsistent
Leadership wants visibility into whether feedback is acted on
Multiple listening inputs exist, but ownership is unclear
HR or EX has been centralized post-merger without a shared action loop

Observed follow-through signals

Follow-through is monitored using three signals across engagements: speed of action (EAV), engagement participation, and trust in follow-through.

Trust / Follow-through Index

% of employees who agree “We act on feedback"

Higher confidence reported in whether feedback leads to action

% of actions closed ≤30d

% of employees completing surveys

Higher completion rates observed once ownership is defined

Employee Experience Action Velocity (EAV)

% of actions closed ≤30d

Faster closure of actions once the loop is operationalized

Signals reflect patterns observed across engagements, not outcomes guaranteed by the system.

What You Get

A complete listening-to-action operating model, including:

Listening Architecture – integrated cadence for pulse, deep-dive, and lifecycle surveys
Action Workflow Engine – standardized pipeline from insight → owner → deadline
Governance Model – defines who reviews, approves, and tracks progress
EAV Dashboard – visibility into % actions closed, average days to close, and ownership distribution
Enablement Kit – templates and playbooks to support internal rollout
Integration Map – cmaps how EX signals connect to existing performance and onboarding systems

Assess → baseline listening cadence, coverage, and tool maturity

Design → governance and workflows that assign ownership to actions

Document → dashboards, templates, and owner expectations

Support→ optional pilot with one function to observe follow-through

How It Works

Engagement Scope

Core

8 weeks | $35k–$60k

System design artifacts
Governance definitions
Dashboards and tracking models

Enterprise/Post‑M&A

(400–1,000 FTE with trigger):

10 weeks | $50k–$80k

Multi-unit governance design
Advanced analytics integration (definition only)

Scope:

Design and documentation only. Execution, cadence, and ongoing operation remain internal or partner-led.