- Sensitive Questions
- Inexperienced Managers
- Unclear Roles
Respond to critical issues before they take root
Open-door policies, anonymous surveys, and whistleblower apps have one thing in common: by the time an issue comes up, it’s already a problem. Our confidential, one-on-one interviews are your team’s early warning system, revealing serious, widespread challenges in time to address the source.
We’ve helped deliver:
Give people the freedom to speak openly about their needs
Employees at all levels talk to our team one-on-one, confidentially. They share honest, detailed feedback about their struggles and aspirations, with real examples that leave room for nuance, context, and follow-up.
We review thousands of words per call, labeling the data by hand for accuracy. When we’re done, we can quickly see your most widespread challenges, along with some of the most telling anecdotes.
We share findings with leaders, then with the whole team. Once everyone agrees on the issues, we work together to design new ways of working that feel less stressful and more rewarding.
Listen, respond, and communicate better as a team
Detailed insight into employees’ feelings
Without a safe channel for delicate feedback, any leader can fall out of touch. Get candid, detailed feedback you can use to keep people engaged, even when things get tough.
A healthy, open dialogue with your team
Internal communications doesn’t have to be a one-way street. With a clear strategy and a tight feedback loop, it signals you’re not just listening, but actually responding to people’s needs.
Docs that put everyone on the same page
Each person has their own idea how to handle things like meetings, management, and even Slack. Start fresh with clear documentation that sets expectations and addresses the elephants in the room.
Systems that make work flow naturally
People make mistakes. Learn to build intelligent systems that are forgiving instead of fussy, and design seamless workflows that save time and prevent costly, embarrassing oversights.
Hear Me Out forced me to get a little uncomfortable, in a good way. Some of the things we heard, I knew, but it was nice to see them written out. And others showed that Hear Me Out got people to open up in a way I wasn’t able to in a small business, where it’s extra-intimidating to talk to your boss.
Former Director, Talent Acquisition, Peloton
We closed 40% more hires per recruiter, and our recruiting team had low turnover for many months after our engagement. Candidate experience satisfaction in Greenhouse went up 20 points, too, which was huge. For Peloton, this kind of investment more than pays for itself.
Head of Strategy, SuperHi, SuperHi
We’ve completely changed the level of transparency. There were so many implicit values we’ve made explicit: how we collaborate, our development process, even how we manage. The work was a major catalyst for change, since onboarding touches almost every aspect of a company.
Your people have the answers.
Let us ask the questions.
Don’t wait for an exit interview to learn what employees need. Reaching out to listen through a third party signals you’re invested in their well-being.
- Made with love and cold-brew coffee (but not cookies) in Brooklyn, NY, on native land originally inhabited by the Munsee Lenape and Canarsie peoples.
- © 2017–2023, Hear Me Out