The employee
Reviews their summary and chooses what to submit. Their conversation is not automatically shared with leadership.
Examples
From being heard to seeing change.
Follow a conversation with Sam, review the summary and see how protected group findings lead to a decision and follow-up. Try the fictional walkthrough without an account.
Explore the demoOne company. Five steps you can follow.
Northline has 120 people. One employee describes a stalled handover. Explore what stays with the employee, what leadership sees and how the company follows up. Every person, figure and decision here is fictional.
Fictional walkthrough. No live AI call, account or submission. The examples do not use customer data.
Talk with Sam
Sam follows what the employee has already explained.
Employee view · talk or type · skip a question at any time
Company focus: handovers between teams
- Employee
Our team helps each other. Last week a handover waited two days because nobody knew who could approve it.
- Sam
What would make it clear who can approve the handover?
- Employee
A named owner and a checklist agreed with the next team. Then we would know who takes over.
Before the conversation, employees see the company context and choose whether to include their own saved note. Next, they review and approve their summary.
A separate introduction, on the employee’s terms
An introduction lets the employee describe their role and working week, with a chosen length of 3–30 minutes. They review any private background note before saving it and choose whether to use it in a later conversation.
The introduction is separate from the monthly pulse. It does not create a company report or automatically share anything with a manager. This walkthrough does not start an introduction.
Your summary
The employee checks that the summary says what they mean.
Employee view · visible to the employee · before submission
Try changing the wording or removing a detail. This example stays on this page and is not submitted.
Approval is separate from sharing a personal issue
Approved contributions can inform protected group analysis. Approving a summary does not send your conversation to your manager or open a personal case.
Group findings
A positive pulse can still contain a problem worth acting on.
August · Fictional company report · 120 people invited
75%72 of 96 pulse responses selected 7–10
96 / 120Approved pulse responses · 24 voices are missing
Reported experience · Customer delivery
18 of 54 approved answers to the collaboration question describe uncertainty about who owns the next step.
AI interpretation · for human reviewUnclear handoff responsibility may delay work between teams. Check this with the teams before choosing a change.
The pulse and collaboration question have different respondent groups. These figures describe the people who answered, and do not explain why others did not. The pulse is a self-rating, not an AI score.
Read the pulse question and reporting limits
Overall, how satisfied are you with your work experience this month?
The current pulse counts ratings of 7–10 on a 1–10 scale as satisfied. This fictional report uses at least ten distinct respondents per question and group, plus checks for identifying details. Too little evidence stays hidden; a response threshold alone is not an anonymity guarantee.
The decision
Leadership chooses one change to test and a date to review it.
September action plan
Agreed by leadership
Give every handoff one owner.
Test a named handoff owner and a shared checklist in one delivery team.
- Accountable
- Operations lead
- Review
- 30 September
- Check next month
- Is the next step clearer?
Someone helps organise the evidence and possible next steps. Leadership approves the action, assigns an owner and sets the review date.
Employee feedback
Employees can see how their input turns into action.
Shared with employees · September
You told us. Here is what happens next.
We heard
Handovers can leave the next step unclear.
We are doing
One delivery team will test a clear owner and a shared checklist.
We will report back
At the end of September, with the next pulse.
Next cycle · a question to follow up
Since the handoff owner and checklist were introduced, what has become clearer, if anything?
Keep the common pulse unchanged. Use the next approved group findings to review the action, without assuming it worked or revealing an earlier individual answer.
Different answers. Different follow-ups.
An employee may describe a strength or correct an assumption. These short examples show how Sam can follow the answer and explore what matters next.
Company focus: handovers between teams
- Employee
Our morning handovers work really well. The next team gets a short note with the priorities and open questions.
- Sam
What about that note helps the next team most?
- Employee
Knowing what is still undecided. It means they can start without doing our checks again.
Sam explores what is worth keeping, without looking for a problem the employee has not described.
Who sees what?
Leadership and owners
See protected group findings within their access. Observations, AI interpretations and human decisions stay distinct.
The administrator
Manages invitations and cycles. That role does not grant access to individual conversations.
Personal AI follow-up is still in development. Voluntary sharing of a personal issue is separate from group reporting and requires its own content review, recipient choice and identity disclosure. It is not active in this demo.
Read about access and trustThe method behind the conversation.
Something by Someone connects five steps: listen, understand, act, share back and check. Explore our method and the research behind our choices.
Explore our methodBring your first question.
Tell us what you want to understand. We’ll work through scope, price and the first listening round with you.
Your first company cycle starts after onboarding. Example views explain the intended workflow; they are not live customer reports.