Bring feedback, appreciation, pulse surveys, one-to-one check-ins, HR requests and grievances into structured channels with a clear owner and follow-up.
Best for: HR leaders and people managers who need earlier, structured signals about morale, support and retention risk.
Solve three gaps that hide employee risk: feedback trapped in informal conversations, recognition that depends on individual managers, and grievances or HR requests with no visible owner or follow-up.
Listen to employee feedback and their concerns and voices in time to improve engagement and culture
Peer and manager recognition that is visible, specific and recorded, not lost in a chat thread.
Short, frequent surveys with anonymity options and results segmented by department, tenure or manager.
A confidential channel with assigned owners, status and resolution history.
HR requests raised, routed and closed with a record, instead of arriving as personal messages.
Reach everyone or a specific group on web and mobile, with read visibility.
Run short pulse surveys and track participation and issues over time.
Listen to employee concerns and feedback and act upon them.
Grievances and helpdesk requests get an owner, a status and a resolution.
Results by department, manager and tenure show where to intervene.
Engagement, performance and HR data in one place means a drop in a team's pulse score can be read alongside workload, attrition and review outcomes.
Role-based visibility, configurable anonymity and controlled case ownership help protect sensitive feedback. Status history, escalation and audit trails show who saw a concern, what action followed and when it was closed.
Start with pulse surveys, appreciation, feedback or the HR helpdesk, then add other channels. Setup covers question templates, anonymity rules, service categories, owners, escalation routes and manager access.
Answers about manage employee feedback, surveys and recognition, setup and connected workflows.
Surveys can be configured with anonymity so employees answer honestly, while results remain segmentable by group rather than by individual.
Performance measures outcomes against goals and competencies. Engagement captures how people are experiencing work, through check-ins, appreciation, surveys and grievances.
Yes. The employee helpdesk routes requests to the right owner with a status and a record of resolution.
Request a free demo and we will show you how RigoHR fits your policies, your payroll and your headcount.
