These are the three most common use cases of Dialogue: 

1. Act on employee experience survey results

Drive meaningful change in a collaborative manner 

  • Ask then Dialogue is a powerful combination for driving even greater action from your employee experience survey. This can be complementary to existing action planning tools or processes. 
  • This enables your organization to draw on the collective wisdom of your employees to address priorities together and align on the best actions to take. 

2. Co-create solutions 

Solve known problems or improve focus areas by tapping into the insights of those closest to the problem

  • Engage employees on key challenges or focus areas within the organization. These could be local or organization-wide, emerging or longstanding topics. 
  • Best used in situations where it’s extremely important to tap into the different perspectives and experiences of your employees who are closest to the problem. 
  • Examples: Work Simplification/Process Improvement, Diversity, Equity and Inclusion, Psychological Safety, etc. 

3. Build change buy-in

Gain buy-in and include all voices in a change effort

  • Gather collective input on key organizational initiatives. 
  • Best used in situations where organizational alignment and employee buy-in is critical for success, such as when launching a new initiative or going through transformation. 
  • Examples: New leadership, hybrid workplace policies, mergers and acquisitions, etc.