Peakon is an employee success platform that converts feedback into insights. It makes the employee conversation quantifiable and actionable to increase employee engagement – not simply measure it. With the largest data set of employee feedback in the world, Peakon provides customised benchmarks and personalised insights to support our mission of helping every employee drive the change they want to see.
To date, Peakon has helped organisations like Capgemini, Verizon, Pret, TrustPilot, and easyJet make fundamental changes in how they operate to improve employee experience, driving greater business results and helping work work for people. Peakon was acquired by Workday in March, 2021.
As a company offering an employee success platform that continuously measures workforce engagement, Peakon sets a high bar for their own employee experience. Headquartered in Denmark, Peakon had employees stationed in five countries working in time zones that spanned from California to New Zealand.
With rapid growth, Peakon started seeing anonymous feedback that pointed to a widening gap in their ability to communicate key messages and sustain the culture they’d cultivated as a smaller company. Leadership tried to make Slack work for vital information, but ultimately too much content was still slipping through the cracks. Executives decided that Peakon needed a modern intranet platform to create a single source of truth, one that afforded leaders control over how to present content and which communications deserved the most prominence, while also providing an inviting and interactive experience for employees.
While evaluating vendors, the team saw a lack of appreciation for the urgency of their challenges. “Various vendors said: We will build you whatever you want. It will be totally flexible,” said Michael Dean, Director of People Analytics. “And then they’d say that in a few months time we could be up and running.”
“A few months” was too long to wait. It became clear that the implementation would be a drag on his department’s resources, too. Meanwhile, the HR team harbored doubts about whether a blank-slate environment was desirable, and whether their team even should be responsible for the ins and outs of designing the intranet. “We’re an HR department,” Michael said.”We don’t design software.”
Michael Dean, Director of People Analytics
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