Workday Peakon Employee Voice

Score9 out of 10

11 Reviews and Ratings

What is Workday Peakon Employee Voice?

Workday Peakon Employee Voice offers continuous listening and AI-powered insights, blending sentiment with HCM data to drive engagement, cultural change, and retention.

Categories & Use Cases

Media

Workday Peakon Employee Voice Reporting and Analytics

Workday Peakon Employee Voice Reporting and Analytics - 2

1 / 6

Verified User

Executive in Human Resources (51-200 employees employees)

Pros

Dashboards are presented in a clear and easy way to understand quickly the areas that you are doing well and those that require focus and attention.
The system provides suggestions to you across the drivers and factors around engagement, so you don't have to search too far for the things you are doing well and those things that need attention.
The ability to ask questions and communicate with the employee while keeping their anonymity is something I haven't seen in any other solution. Imagine getting a comment and having the ability to dive deeper into what you are employees are thinking.
The system exports the data and presents it so easy that you can literally use that same presentation with little to no editing to your teams and executives.
I love the forward thinking at Peakon. They have been playing with the amounts of data they have across clients to bring reports, case studies, but also building some interesting things into the system like attrition predictions.

Cons

The only major issue is the integrations factor. I wish there was more integrations work from HRMS core systems or even other dashboard solutions.

Return on Investment

When we moved to WFH due to COVID, we use Peakon a regular basis to understand what employees are thinking. We lost the serendipity of talking to people during chance encounters in the office, Peakon has replaced those conversations.
We saw an incredible year in spite of COVID, while there are so many internal and external factors contributing to that success, we can see that having engaged and happy employees has an impact on our business. We also see what happens when they are not engaged or happy.

Alternatives Considered

Culture Amp

Other Software Used

Namely, Spoke, LinkedIn Talent Hub

Verified User

Strategist in Product Management (201-500 employees employees)

Pros

Peakon looks beautiful and feels very light, which is comforting when you're (potentially) giving negative feedback and feel anxious. The emails are friendly and the survey is super clean.
The surveys are very easy to navigate. You can answer as many or as few questions as you like, skipping forward and backward, and choosing to provide comments when you want. It's low pressure and feels flexible.
The HR department is able to respond to your comments. You can then have a back and forth conversation while remaining anonymous. This really helps employees further explain and contextualize their survey comments without identifying themselves personally.

Cons

There doesn't seem to be a way to see my previous responses to survey questions. I would be very interested to see how my answers have changed over time -- that would be a great insight.
The questions never change. As a user, I don't know if this is because our HR department doesn't change them or inflexibility on Peakon's side, but it can make filling out the survey over and over again a chore. Sometimes when a problem persists, it feels like my comments are just going into the void.
The number rating system (NPS) isn't always the best way to respond to some questions, although there is always the option to provide written context to your choice.

Return on Investment

When HR makes changes based on the feedback from Peakon, it increases employee happiness and engagement. (On the flip side, if survey responses are frequently ignored, it can make employees feel even more disconnected.)
Because employees can stay anonymous through Peakon, they are more likely to give important honest feedback they might otherwise be too afraid or shy to say.
Peakon streamlines communication with HR. Employees know the survey comes every two weeks and may hold off on bothering HR with minor feedback and wait instead for the survey. This can help save time and consolidate employee feedback in one place.