Hi HN, it’s Kaz. I’m a dev/solo founder here with my startup TeamSays [0], which is an anonymous feedback channel for improving workplace experience. Put simply, it’s like a founder/HR manager’s always-on sidekick.<p>The product idea grew out of personal experience in startups and ~600 employee org, and me learning the shocking stats of the costs for replacing talent.<p>To those of you who have a job: replacing you would cost your employer ~20% of your annual salary [1]. If you’re highly specialized (which is very likely) it can cost up to 4x your annual salary [2]. So, keep that in mind when you negotiate your compensation or work-life balance.<p>Here’s how TeamSays works:<p>1. Once you create an account you get a link to a minimal chat-like UI, you only have to create categories and questions.
2. Then you share link with your team announcing a new channel for tracking feedback/issues.
2. Team members visit and share something, you can then see their conversations get analyzed, and turned into a positive or negative report that becomes visible in the dashboard.
3. That’s it. Nothing else to do other than update or remove questions/categories over time — minimal maintenance.
4. Get weekly/monthly reports on the state of positive/negative reports and take action.<p>Over time you can track progress of issues as active questions get rotated, so on a long-term timeframe you can derive progress stats and see where things went right/wrong.<p>Essentially, it’s <i>a channel for your team members to express their true concerns and opinions</i> (possibly in explicit manner that otherwise wouldn’t be possible), which simplifies work of HR department if you have one or becomes one if you don’t. Personal conflicts, stress/anxiety, or simply not feeling safe/confident enough are possible reasons to have this channel.<p>The chat is fully anonymous and it does not provide any way to identify participants other than a simple browser-based ID.<p>I’ve personally experienced bad managers in otherwise good enough organizations. As a remote team member building personal connection for transparency is hard. We all know the old saying “people quit managers, not companies” which might not be 100% true [3] but I do find it to be true enough to base TeamSays around it.<p>Obviously, TeamSays is not for every team/organization out there but for those that value transparency and simply want to make sure they have a safe, and private channel that is remote-friendly for their colleagues, clients, or employees I believe it’s a good tool in the arsenal and I hope you consider giving it a go. Improving team experience, and providing space where everyone can truly share their concerns and keep their privacy/anonymity. Even a simple fact of sharing issues could be beneficial if there is no alternative at all.<p>Here are some stats: 1/3 of modern day workers wouldn’t accept a job if they didn’t agree with the views of the leadership [4]; managers must use meaningful interactions to build engagement [5] as remote employees’ connection to their organization’s purpose is declining.<p>Lots of metrics point to a high expectations of modern day workplace, and I’m here to offer help to HR process — there is a free 7-day trial, and setting it up should take only a few minutes. I made sure TeamSays supports numerous languages, and am doing my best to add more.<p>Please share your thoughts. Thank you.<p>[0]: <a href="https://teamsays.com" rel="nofollow">https://teamsays.com</a>
[1]: <a href="https://www.scribd.com/document/112707536/There-Are-Significant-Business-Costs-to-Replacing-Employees" rel="nofollow">https://www.scribd.com/document/112707536/There-Are-Signific...</a>
[2]: <a href="https://lrshrm.shrm.org/blog/2017/10/essential-elements-employee-retention" rel="nofollow">https://lrshrm.shrm.org/blog/2017/10/essential-elements-empl...</a>
[3]: <a href="https://www.cultureamp.com/blog/biggest-lie-people-quit-bosses" rel="nofollow">https://www.cultureamp.com/blog/biggest-lie-people-quit-boss...</a>
[4]: <a href="https://www.randstad.com/workmonitor/" rel="nofollow">https://www.randstad.com/workmonitor/</a>
[5]: <a href="https://www.gallup.com/workplace/349484/state-of-the-global-workplace.aspx" rel="nofollow">https://www.gallup.com/workplace/349484/state-of-the-global-...</a>