Reinventing Engagement: How Technology is Fueling the Feedback Revolution

Employee engagement has become a critical priority for organizations seeking to retain and empower their workforce. But legacy engagement models centered on annual surveys are failing to deliver actionable insights in today’s dynamic, fast-paced business environment. Employees are demanding to be heard in real-time, not just once a year.

Fortunately, technology is evolving to enable a new paradigm — one of continuous listening, analyzing, acting and improving. The market is filled with innovative vendors tackling different pieces of this complex challenge.

We recently had the opportunity to connect with Luke Stritt and Chelsea Boryca from Quantum Workplace, a leading provider of employee engagement and feedback solutions.

Quantum Workplace is investing heavily in using AI and natural language processing to gain insights from employee feedback.

We also touched on Quantum Workplace’s focus areas like succession planning and one-on-one check-ins. Their vision of becoming the most actionable employee success platform resonated with us.

In our research at Brandon Hall Group™, we see five key capabilities emerging in next-gen employee listening tools:

Always-On Pulse Surveys

The old model of annual engagement surveys is dead. Employees want more frequent opportunities to make their voices heard. Pulse survey tools from vendors like SurveyMonkey, Qualtrics, Culture Amp and TINYpulse by Limeade facilitate always-on listening.

Short, smartly designed pulse surveys can be deployed continuously to gather instant feedback from employees on any topic or issue. This gives organizations an always-current picture of employee sentiment and surfaces newly emerging trends and problems before they escalate.

AI-Powered Sentiment Analysis

With employees providing frequent free-text feedback, organizations are data rich but insight poor. New artificial intelligence capabilities help solve this problem. Vendors like Microsoft Viva Glint, Perceptyx and Culture Amp apply natural language processing to analyze unstructured text responses.

These AI engines automatically categorize themes and sentiments, identify hot spots across the organization, and track trends over time. This allows organizations to pinpoint areas of concern and drill down into the key drivers of employee perceptions.

Anonymous Social Platforms

Employees often avoid giving honest feedback on traditional company surveys and intranets. New anonymous social tools like Blind and Talkfreely provide a secure space where people can share observations, ask questions, and voice concerns without fear of retaliation.

These digital suggestion boxes make it safer for employees to speak up. Organizations get an unfiltered view of what people are really thinking, leading to faster issue resolution. Brandon Hall Group™ research shows that 62% of workers hesitate to share perspectives, a major lost opportunity. Anonymous social channels help tap into these insights.

Journey Mapping

Understanding the broader employee experience, not just engagement scores, is the next frontier. Journey mapping tools from vendors like LumApps, TI People and Xoxoday enable organizations to map out major employee journeys from onboarding to separation.

Users can provide confidential feedback on pain points or positive moments at different journey stages. This holistic view allows organizations to design more supportive, personalized experiences that deepen engagement across the employee lifecycle.

Action Planning and Workflow

The ultimate test of any listening program is whether feedback leads to meaningful change. Tools like Workleap Officevibe, Qualtrics and Culture Amp enable managers to easily dig into their team’s feedback and create action plans to address concerns. Collaboration features allow tracking of issues and ideas from submission to resolution.

This closed-loop approach is critical for building employee trust and showing that feedback is taken seriously, not just gathered and ignored. Our research shows that employees who believe their feedback spurs action are 4.6 times more likely to feel empowered at work.

From Surveys to Systems

It’s clear the future lies in integrated employee listening systems, not just more surveys. Piecemeal approaches will not drive the continuous cycle of listening, analyzing, acting and improving needed to truly engage today’s workforce.

Organizations must connect feedback channels, insights and workflows to create a responsive listening culture.

At Brandon Hall Group™, we see this new breed of agile, AI-driven employee listening systems as the number one opportunity to drive engagement and retention. But technology alone is not the answer. To build a feedback-fueled culture, organizations need commitment from leaders, training for managers and readiness to take action on employee insights.

Done right, these new listening approaches will create a workplace where every employee feels heard, empowered and cared about as a human being, not just a worker. That is the future of engagement.

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Mike Cooke



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Mike Cooke

Chief Executive Officer of Brandon Hall Group Mike Cooke Prior to joining Brandon Hall Group, Mike Cooke was the Chief Executive Officer and co-founder of AC Growth. Mike held leadership and executive positions for the majority of his career, at which he was responsible for steering sales and marketing teams to drive results and profitability. His background includes more than 15 years of experience in sales, marketing, management, and operations in the research, consulting, software and technology industries. Mike has extensive experience in sales, marketing and management having worked for several early high-growth emerging businesses and has implemented technology systems to support various critical sales, finance, marketing and client service functions. He is especially skilled in organizing the sales and service strategy to fully support a company’s growth strategy. The concept of growth was an absolute to Mike and a motivator in starting AC Growth, in order to help organizations achieve research driven results. Most recently, Mike was the VP and General Manager of Field Operations at Bersin & Associates, a global analyst and consulting services firm focused on all areas of enterprise learning, talent management and talent acquisition. Tasked with leading the company’s global expansion, Mike led all sales operations worldwide. During Mike’s tenure, the company has grown into a multi-national firm, conducting business in over 45 countries with over 4,500 multi-national organizations. Mike started his career at MicroVideo Learning Systems in 1992, eventually holding a senior management position and leading all corporate sales before founding Dynamic Minds. Mike was CEO and Co-Founder of Dynamic Minds, a custom developer of software programs, working with clients like Goldman Sachs, Prentice Hall, McGraw Hill and Merrill Lynch. Also, Mike worked for Oddcast, a leading provider of customer experience and marketing solutions, where he held a senior management position leading the company into new markets across various industries. Mike also serves on the Advisory Board for Carbon Solutions America, an independent sustainability consulting and carbon management firm that specializes in the design and implementation of greenhouse reduction and sustainability plans as well as managing the generation of carbon and renewal energy and energy efficiency credits. Mike attended University of Phoenix, studying Business Administration and Finance. He has also completed executive training at the Chicago Graduate School of Business in Chicago, IL.