Listen to your people the way you listen to your customers
We’ve created a new standard for employee feedback, inspired by world-class product teams. Our process gives people the freedom to speak openly and constructively about the real struggles they’re dealing with and the real opportunities they’re looking for.
How Our Listening Process Works
We start by aligning all of our stakeholders on a research plan. What are our goals for the study? Who do we need to interview? What questions should we ask?
We develop an announcement explaining the purpose of the research, our role, and what to expect from the process. We can also join a call to introduce the research, explain how we handle confidentiality, and answer any questions.
We reach out to 10-30 of the people whose input we need most. An onboarding study might include new hires and their managers. For sales, we might include managers, reps, and account executives with a range of tenures.
We run all interviews over Zoom. During the chat, the moderator will explain our data policy, then turn on the recorder and ask open questions. Our team is multilingual and sensitive to global cultural norms that can impact our findings.
Redaction & Analysis
We transcribe and redact all feedback before reviewing thousands of words per interview to extract common themes and uncover quantifiable insights.
We come up with next steps together, then present the findings and a strategic roadmap—first to leaders, then to everyone affected by our work.
Engagements are tailored to our clients and range from $15,000 to $100,000 or more.
We share findings in 3-6 weeks, followed by a 6-12 month retainer.
Ready to get started?
We protect everyone’s confidentiality
While we’re not a whistleblower hotline, we take confidentiality seriously. Learn how we redact and manage sensitive data.Our Confidentiality Process
“Hear Me Out helped us track the patterns to find the gaps, instead of putting a lot of effort in without verifying the problem first. It’s good to have an outside perspective instead of tapping into an existing team. People don’t want to hurt your feelings, but everything was totally anonymous, so they could say whatever they wanted.”
“I’d been with the company for about six months, so I was excited to share feedback for our onboarding. I wasn’t nervous at all, and actually, it felt pretty great. It really helps having a third party to be able to talk to and know that it’s all confidential. I’m obviously biased in my own struggles at work, and my boss is obviously inclined to their own biases, too. And so it’s kind of nice to have an outsider come in with a fresh look.”
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.