FOR HR TEAMS

Department solution

Understand your people — and act before they leave.

Cloud4Feed measures engagement, assesses your leaders and reads every open comment — from head office to the shop floor — so HR knows what to fix first and who to talk to.

Request a Demo → See the questions it answers ↓

Engagement
Leadership assessment
Onboarding to exit
Small groups stay hidden

Oakmere Foods Engagement survey Latest wave All sites 4,472 responses · 86% took part

eNPS +0 ▲ 4

ESI 0 / 100 ▲ 2

Participation 0% ▲ 5

Leadership Index 0.0 ▼ 1.4 vs last wave

DEPARTMENT SCORECARD

DepartmenteNPSESIParticipationTrend

Head Office·

+31 78 92% ▲ 3

Field Sales·

+22 74 81% ▲ 2

Production·

+14 70 88% ▲ 1

Logistics● Watch

+4 63 79% ▼ 6

Groups with fewer than 3 responses stay hidden

NEEDS ATTENTION

Onboarding · Logistics · week 1

“In my first week I didn't know who to ask.”

Case #3184 · HR Business Partner · SLA 48h

Emerging topic · Career development · tenure 1–3 years

Negative mentions up 9 pts

Flagged by the AI engine

ASK AIWhy is eNPS falling in Logistics?Shift patterns and an unclear career path appear in 46% of negative comments

QUESTIONS YOU CAN FINALLY ANSWER

The questions HR teams ask, answered for every employee.

Engagement surveys, lifecycle surveys, open comments and WhatsApp or voice interviews are read by the same AI engine — so every answer points to the same causes.

How engaged are our teams — and where is it dropping?

eNPS and ESI broken down by department, site and tenure, with the change since the last wave.

ENPS BY DEPARTMENT · LATEST WAVE

Head Office+31 ▲3

Field Sales+22 ▲2

Production+14 ▲1

Logistics+4 ▼6

SiteDepartmentTenureAge band

OPEN ANSWER · ENGAGEMENT SURVEY

“My shift lead really listens, but nobody has told me what my next step is.”

Manager support · positiveCareer path · negativepersona: Growth-Focused

SurveysConversation & Text Intelligence

See how surveys are built

Why are people leaving — and who might be next?

Exit surveys and open comments are grouped into reasons, and the AI engine flags the groups where leaving risk is rising.

REASONS FOR LEAVING · LAST 12 MONTHS

Career path unclear34%

Shift patterns22%

Pay & benefits18%

Relationship with manager14%

Commute7%

Logistics · tenure 1–3 years · leaving risk: elevated

Shown for groups only — never for individuals

AI Insights & Predictive AnalyticsConversation & Text Intelligence

See predictions and drivers

How was the onboarding experience?

A short survey in the first weeks catches the new hire who is struggling — and opens a case for HR.

“In my first week I didn't know who to ask.”

Case #3184 · HR Business Partner · SLA 48h One-to-one held · buddy assigned Was your issue resolved? ★★★★★ ✓ Loop closed

SurveysWorkflow & Closing the Loop

See how the loop closes

How do our departments serve each other?

Teams rate the departments they work with, and the comments show what to improve.

INTERNAL RATINGS · OUT OF 5

IT Support4.6

Payroll4.1

Facilities3.7

Procurement3.4

Top topic · Approval speed · negative Rated by the teams that use each service

SurveysConversation & Text Intelligence

See internal surveys

Are we hearing from people who never sit at a desk?

Shift, warehouse and field teams answer on WhatsApp or in a short AI voice call, in their own language.

CHANNEL MIX · LATEST WAVE

WhatsApp 44%SMS 27%Email 18%Voice AI 11%

Production88%

Logistics79%

Answered in the employee's own language Each team on the channel it already uses

WhatsAppVoice AISurveys

See WhatsApp interviews

STUDY · LEADERSHIP ASSESSMENT

See how your leaders lead — through their teams' eyes.

Teams rate their leader and each leader rates themselves on the same criteria. The gap between the two is where development starts.

Team and self-assessment side by side
Competencies and leadership styles
Compared wave by wave, by segment

Leadership assessment Oakmere Foods Latest waveIndex scale: team ratings 1–5 shown as 0–100

SUMMARY

84.2▼ 1.4 vs last wave

Leadership Index

Self-assessment78.7

Self–team gap−5.6

Positive perception84.5%

369 team assessments · 42 leaders · 100% took part

COMPETENCIES

Team & work management88

Strategic thinking & vision86

Open communication85

Supporting development84

Adapting to & leading change83

Recognition79

Lowest · Recognition 79 Competencies 85.1 · Leadership styles 82.1

Strongest styles:Coaching 86Authentic 85Transformational 83

BY WAVE Team score by competency · hover a cell

Wave 1Wave 2Wave 3Wave 4Wave 5 Team & work management8284858788Strategic thinking & vision8082848586Open communication7980828485Supporting development78n<3818384Adapting to & leading change7679n<38283Recognition7778808179

Groups with fewer than 3 responses stay hidden.

Team score by competency and wave
Competency	Wave 1	Wave 2	Wave 3	Wave 4	Wave 5
Team & work management	82	84	85	87	88
Strategic thinking & vision	80	82	84	85	86
Open communication	79	80	82	84	85
Supporting development	78	Hidden	81	83	84
Adapting to & leading change	76	79	Hidden	82	83
Recognition	77	78	80	81	79

SELF–TEAM GAP BY SEGMENT Self-assessment minus team assessment

Line managers−7.2

Not line managers−4.1

Production−8

Logistics−6.3

Head Office−3.1

Negative means leaders rate themselves higher than their teams do.

Each leader sees their own report. HR sees the full picture.

See how surveys are built

STUDY · EMPLOYEE ENGAGEMENT

From the survey to the first thing to fix.

Run it once, every quarter or always-on. The AI engine reads every open answer and ranks what will move engagement most.

What matters most

PRIORITY MATRIX · LATEST WAVE

AI Insights & Predictive Analytics

Why

Career development · tenure 1–3 years

Employees mention unclear promotion criteria and few development conversations.

ROOT CAUSES

Unclear promotion criteria

38%

No development conversation

31%

Limited access to training

16%

Conversation & Text Intelligence

What it's worth

Estimated eNPS impact if fixed +3.8

SUGGESTED ACTIONClear promotion criteria for LogisticsOwner: HR Business Partner

Your team decides what to act on.

AI Insights & Predictive AnalyticsWorkflow & Closing the Loop

THIS WAVE VS LAST

Experience index74 ▲ 2

Satisfaction76 ▲ 1

Motivation71 ▲ 3

Engagement73 ▲ 2

eNPS+18 ▲ 4

Shared with stakeholders automatically

See Priority Matrix and Impact Simulator

HOW A STUDY RUNS

From announcement to sharing what changed.

Start from a goal — lower turnover, stronger leadership, a better first month — and run the whole study on Cloud4Feed.

1STEP 1 · ANNOUNCE

Tell people why

Explain the goal and how results are reported, so people answer openly.

Announcement

Engagement survey opens MondayAbout 10 minutesResults reported in groups onlySent by email, SMS or WhatsAppQuestions shown in advance

2STEP 2 · MEASURE

Once, every quarter or always-on

Surveys go out by email, SMS, WhatsApp or an AI voice call, with reminders that respect shifts.

EmailSMSWhatsAppVoice AI

Reminders respect shiftsAlways-on or every quarter

3STEP 3 · ANALYSE

Turn answers into a roadmap

Scores and open comments become a short list of priorities with owners.

Career developmentHR BP · next wave

RecognitionLine managers

Shift patternsOps

Owners confirmed with each teamRanked by eNPS impact

4STEP 4 · SHARE BACK

Show people what changed

Share the findings and the next steps with employees, then ask again.

You said, we did

You said · Unclear next stepsWe did · Career conversations every quarter

You said · Few training placesWe did · Open training slots for shift teams

Have things improved? ▲ trend

No employee personal data required to start.

CONFIDENTIAL BY DESIGN

People speak openly when they know who's listening.

Everyone sees their own view

HR sees the full picture, managers see their own teams and each leader sees their own report.

HR · all sites

Manager · own team

Leader · own report

Small groups stay hidden

Any group with fewer than 3 responses is left out of reports, filters and heat maps.

Head Office92%

Logistics · night shiftHidden

Production88%

Hidden · fewer than 3 responses

Start without personal data

Begin with a survey link and add HR data later only if you want breakdowns by role, site or tenure.

Survey linkHR data (optional)

Every insight shows its sources · Your team approves every action.

WHAT HR TEAMS TRACK

The measures your people programme is judged on.

eNPS

How likely employees are to recommend you as a place to work.

ESI

How satisfied employees are overall.

Engagement index

How committed and motivated your teams are.

Leadership Index

How teams rate the people who lead them.

Participation rate

How many employees take part — on every channel.

Reasons for leaving

What drives voluntary leaving, in employees' own words.

EMPLOYEE EXPERIENCE PROGRAMMES RUN ON CLOUD4FEED AT

Zorlu
Tesco
H&M
Marks & Spencer
DeFacto
FLO
adesso
Soma Çimento
CK Enerji
Fuzul Ev.

100+ companies across 15+ industries run their voice of customer and employee programmes on Cloud4Feed.

BUILT ON

The modules behind it.

01 Listen

Surveys

Ask the right question, to the right person — in minutes.

NPS, CSAT and journey surveys from templates or one AI prompt, in 50+ languages and every channel.

eNPS, engagement, lifecycle and leadership surveys.

Explore

02 Analyse

Conversation & Text Intelligence

Every conversation, understood — in every channel and language.

One AI engine codes every answer, chat, call and review into the same topics, sentiment, intent, emotion and personas.

Every open comment, coded the same way.

Explore

03 Insight

AI Insights & Predictive Analytics

Know what to fix first — and who's about to leave.

Driver and journey analysis, summaries, anomaly alerts, predictions and recommended next actions.

Engagement drivers and leaving risk by group.

Explore

Also used: WhatsApp → · Voice AI → · Workflow & Closing the Loop →

PART OF

Employee Experience

Listen continuously across the employee lifecycle, not once a year.

POPULAR WITH HR TEAMS IN

Retail & E-Commerce

Hear store teams across every location, not only head office.

Utilities

Reach field crews on WhatsApp and by voice.

Working with other teams? Customer Experience Department → · Customer Services →

All teams

Every insight shows its sources Your team approves every action Role-based access to personal data

Hear what your people aren't saying out loud.

A 30-minute walkthrough set up for HR teams: an engagement survey, a leadership report, an onboarding case and a share-back report.

Request a Demo → Talk to sales

Understand your people — and act before they leave.

The questions HR teams ask, answered for every employee.

“How engaged are our teams — and where is it dropping?”

“Why are people leaving — and who might be next?”

“How was the onboarding experience?”

“How do our departments serve each other?”

“Are we hearing from people who never sit at a desk?”

See how your leaders lead — through their teams' eyes.

From the survey to the first thing to fix.

What matters most

Why

What it's worth

From announcement to sharing what changed.

Tell people why

Once, every quarter or always-on

Turn answers into a roadmap

Show people what changed

People speak openly when they know who's listening.

Everyone sees their own view

Small groups stay hidden

Start without personal data

The measures your people programme is judged on.

eNPS

ESI

Engagement index

Leadership Index

Participation rate

Reasons for leaving

The modules behind it.

Surveys

Conversation & Text Intelligence

AI Insights & Predictive Analytics

PART OF

Employee Experience

POPULAR WITH HR TEAMS IN

Retail & E-Commerce

Utilities

Hear what your people aren't saying out loud.

Understand your people — and act before they leave.

The questions HR teams ask, answered for every employee.

“How engaged are our teams — and where is it dropping?”

“Why are people leaving — and who might be next?”

“How was the onboarding experience?”

“How do our departments serve each other?”

“Are we hearing from people who never sit at a desk?”

See how your leaders lead — through their teams' eyes.

From the survey to the first thing to fix.

What matters most

Why

What it's worth

From announcement to sharing what changed.

Tell people why

Once, every quarter or always-on

Turn answers into a roadmap

Show people what changed

People speak openly when they know who's listening.

Everyone sees their own view

Small groups stay hidden

Start without personal data

The measures your people programme is judged on.

eNPS

ESI

Engagement index

Leadership Index

Participation rate

Reasons for leaving

The modules behind it.

Surveys

Conversation & Text Intelligence

AI Insights & Predictive Analytics

PART OF

Employee Experience

POPULAR WITH HR TEAMS IN

Retail & E-Commerce

Utilities

Hear what your people aren't saying out loud.

How engaged are our teams — and where is it dropping?

Why are people leaving — and who might be next?

How was the onboarding experience?

How do our departments serve each other?

Are we hearing from people who never sit at a desk?

How engaged are our teams — and where is it dropping?

Why are people leaving — and who might be next?

How was the onboarding experience?

How do our departments serve each other?

Are we hearing from people who never sit at a desk?