How to Use Perspective AI to Collect and Analyze Employee Feedback

What You'll Accomplish

• Consistent employee interviews conducted by AI across your entire team
• Deep insights from candid conversations about workplace satisfaction
• Pattern identification across departments, roles, and experience levels
• Actionable recommendations prioritized by impact and frequency

Step 1: Define Your Research Question

1. Go to getperspective.ai/signup and create your account
2. Click "Create New Conversation"
3. Define your primary research question, such as:
   • "How satisfied are our employees with their current work experience?"
   • "What factors most influence employee retention at our company?"
   • "How effective is our management team from an employee perspective?"

• Research type (Exploratory, Discovery, etc.)
• Detailed research description
• Interview goals and objectives
• Target participant profile
• Initial research plan

Step 2: Refine Your Research Plan

• Goals: 3 specific objectives (e.g., "Understand how management practices affect job satisfaction") - you can define additional goals in the refinement step
• Target participants: Employee demographics and selection criteria
• Core questions: Foundation questions that ensure consistent data collection

• "How has your role satisfaction changed over the past year?"
• "Walk me through a recent interaction with your manager—what went well and what could improve?"
• "If you could change one thing about our company culture, what would it be?"
• "What would make you more likely to recommend our company as a great place to work?"

Step 3: Customize the Participant Experience

• Conversation Title: "Share Your Workplace Experience: Help Us Improve Our Company Culture"
• Welcome Message: "I'd love your perspective on your experience working here. This AI-guided conversation will help leadership understand what's working well and what we can improve. Your honest insights directly shape our workplace policies and culture."
• Researcher Info: Add your name, title, and brief bio to build trust

• End-of-interview CTA: "Interested in discussing these topics further? Book time with HR" + calendar link
• Auto-send thank you email: Enable to show appreciation
• Require sign-in: Recommended for tracking and follow-up
• Access level: Keep as "Account" (visible to your team only)

Step 4: Invite Your Employees

• Copy the unique conversation link
• Send via email, Slack, or internal communications
• Include context about why their feedback matters

• Use built-in email invitations
• Send directly from Perspective AI platform

"Hi team! We're conducting confidential interviews to understand your workplace experience and identify areas for improvement. This AI-guided conversation takes 10-15 minutes and will directly influence our company policies and culture initiatives. Your honest feedback is invaluable: [insert link]"

• Send from leadership or trusted HR contact
• Emphasize confidentiality and impact
• Send reminders after 1 week
• Consider incentives for participation

Step 5: Let Perspective AI Conduct the Interviews

• Employees click the link and start conversations on their own time
• Perspective AI conducts natural, conversational interviews
• Each conversation adapts based on employee responses
• All responses are automatically recorded and organized

1. Warm welcome and context setting
2. Background questions about role and tenure
3. Deep-dive questions about satisfaction and challenges
4. Specific scenarios and examples
5. Future-focused questions about improvements
6. Thank you and next steps

Step 6: Analyze Your Results

• Get instant overview of key themes and patterns
• Identify most common issues and positive feedback
• See sentiment analysis across all conversations

• "What are the top 5 reasons employees are dissatisfied?"
• "Which departments have the most positive feedback about management?"
• "Show me specific quotes about career development concerns"
• "Create a table comparing feedback from new hires vs. tenured employees"
• "What suggestions do employees make most frequently?"

• "Create an executive summary of employee satisfaction findings"
• "Build a presentation showing key insights and recommended actions"
• "Generate department-specific feedback reports for each manager"
• "Show me correlation between tenure and satisfaction levels"

• "Rank issues by both frequency and severity of employee concern"
• "Identify which problems have quick fixes vs. long-term solutions"
• "Compare feedback themes to industry benchmarks for employee satisfaction"
• "Predict which employees might be at risk for turnover based on their responses"

Step 7: Share Insights and Take Action

• High-level dashboard with key metrics and trends
• ROI projections for recommended improvements
• Competitive benchmarking data
• Priority matrix for addressing issues

• Team-specific feedback summaries
• Individual coaching recommendations
• Action plans with timelines and success metrics
• Best practices from high-performing teams

• Policy change recommendations with supporting data
• Training program suggestions based on skill gaps
• Retention risk assessments for different employee segments
• Communication templates for addressing common concerns

Real-World Example

• 68% cited "lack of career growth clarity" as top concern
• Engineering team specifically mentioned meeting overload (40% more than other departments)
• Managers hired in past 6 months received significantly lower ratings
• Compensation ranked 4th in concerns (lower than expected)
• 82% wanted more feedback frequency from managers

1. Career Development (addresses #1 issue): Implemented quarterly career planning sessions
2. Meeting Efficiency: Introduced "No Meeting Wednesdays" for engineering
3. Manager Training: Enhanced onboarding program for new managers with mentorship component
4. Feedback Culture: Shifted from annual to monthly 1:1s with structured feedback frameworks

• Employee satisfaction increased 42%
• Voluntary turnover dropped to 12%
• 89% of employees reported clearer career path understanding
• Manager effectiveness scores improved 35%

Advanced Use Cases

• Run quarterly pulse interviews
• Track improvement trends over time
• Build predictive models for retention

• Compare remote vs. office employee experiences
• Analyze feedback by role level, department, or tenure
• Identify patterns in high-performer vs. average-performer feedback

• Combine with performance review data
• Cross-reference with retention and promotion data
• Integrate findings into annual engagement surveys

Quick Start Checklist

• Create Perspective AI account and define research question
• Customize interview guide with 3-5 mandatory questions
• Set up participant experience (title, welcome message, CTA)
• Invite employees via link or email
• Wait for interview completion (typically 24-48 hours)
• Generate Magic Summary for initial insights
• Ask specific analysis questions based on your priorities
• Create department-specific reports and action plans
• Schedule follow-up interviews in 3-6 months

Sample Analysis Questions to Ask Perspective AI

• "What themes appear in 50%+ of employee interviews?"
• "Which issues are mentioned most frequently by departing employees?"
• "Show me the biggest differences between high and low performers' feedback"

• "Which departments have the most positive sentiment overall?"
• "What specific words or phrases indicate employee frustration?"
• "How does sentiment correlate with employee tenure?"

• "What are the top 3 quick wins we could implement this quarter?"
• "Which manager behaviors get the most positive mentions?"
• "Create a priority matrix of issues based on impact and effort to fix"

• "How does our feedback compare to typical employee satisfaction surveys?"
• "Which of our practices get mentioned as 'best in class'?"
• "What gaps exist between what employees want and what we currently offer?"

FAQs

What's Next?