Gasunie
From three core values to recognisable behaviour
700+employees
4online dialogues
6,000messages
Application Honesty on sensitive topics
The conversation that otherwise never happens.
Psychological safety, integrity or the aftermath of an incident: topics where people only speak freely when nobody knows who says what. One live dialogue surfaces what surveys and reporting channels miss.
The occasion Psychological safety
Something sensitive is going on and people are not saying it out loud.
What you achieve
- Question design with anonymity boundaries
- Live dialogue around the sensitive topic
- Reporting suitable for the board and works council
On sensitive topics the usual instruments fall short. In a traceable survey people phrase things cautiously, and reporting channels mainly receive what is already being reported formally.
An anonymous dialogue lets people respond without exposing themselves. They can recognise signals, add to them and weigh measures.
The approach 3 steps
From question to a next step people stand behind
We guide every step. What we mainly ask of you is substance: two meetings beforehand and a co-moderator during the session.
- Step 1
Careful question design
We define the right questions, anonymity boundaries and reporting levels in advance.
- Step 2
Anonymous dialogue
Participants write what they see and what they need to speak more freely.
- Step 3
Reporting
The outcome is translated into usable reporting without exposing individual reports or small groups.
Curious what participants see on their screen during the session?
See the participant screenWhat you receive 4 parts
A report the organisation can act on
You see the main themes during the session itself. The synthesis follows the same day.
- 01
Signals with broad support
- 02
Nuance and differences without traceability
- 03
Measures ranked by support
- 04
Reporting for the board, HR and the works council
Cases · In practice
How it worked out for others
Read what the dialogue delivered in each project.
-
Dutch Ministry of Social Affairs and Employment (SZW)Professionals and citizens, each heard separately on new policy
2separate dialogues1 dayfor both worlds60%citizens with more trust
WesterkimA strategic shift that the whole organisation helped shape
200+participants5online dialogues3target groups
FAQ
Questions about psychological safety
Is your question not listed? Ask it in an introductory call.
Does this replace a reporting channel or confidential adviser?
No. Those routes remain necessary for individual reports. The dialogue shows which experiences and preconditions are shared more widely.
How do you protect anonymity?
Contributions cannot be traced back to individuals and small groups are not reported separately. We agree those boundaries in advance.
The other applications
Every application works with the same live dialogue.
- View: deepen your employee survey
Deepen your employee survey
The survey results are in, but the why is missing. One dialogue around the key scores delivers a prioritised action list.
- View: change
Change
A reorganisation, merger or measure has to land. Gauge the concerns before you break the news, and again afterwards.
- View: test a decision
Test a decision
There is a plan on the table. Test where the support is and which objections you need to take seriously.
- View: strategy
Strategy
A strategy only works when people understand it and dare to question it. Let teams and layers respond to it.
- View: consultation
Consultation
Hear large groups in one hour and make visible where they differ and which direction gets support.
- View: continuous listening
Continuous listening
Do not wait for signals to escalate. A fixed dialogue calendar lets leadership hear periodically what is changing.
Demo
Ask one question of everyone it concerns
In a demo you see Upvoice with your own question: what you ask, who you invite and what you'll have at the end.