# Hear what colleagues really think.

> Febaso collects employee feedback in short AI conversations and groups every open answer into themes with counts and quotes. For HR and People teams.

Web page: https://febaso.com/industries/hr · Updated: 2026-10-21

Febaso isn't a long questionnaire but a short conversation: it asks a follow-up where the why matters, reads every open answer and groups them into themes with counts and verbatim quotes.

- Anonymous when you choose
- Every theme traceable to the answer
- Processed in the EU, never used for AI training

## From one question to something you can act on.

1. **Say what you want to know.** In one sentence: the yearly questionnaire, onboarding or exit conversations. Febaso writes the questions, with a follow-up where the why matters. You review them.
2. **Colleagues answer in a conversation.** Through a link or QR code, on their phone or laptop, typed or spoken, in their own language. When an answer stays vague, Febaso asks a follow-up.
3. **You see the themes and decide.** Themes with counts and verbatim quotes, while it runs. You choose what to do. Reporting back per theme is something we build together with the first organisations.

## An employee engagement study, from start to finish.

Set up an interview, answer it as a colleague, watch the themes take shape and send the update. Ten taps, with made-up data, and then you look around yourself.

### What one round yields (Example data)

Employee engagement 2026 · Northwind. Northwind, Lotte and every answer here are made up for this demo.

| Theme | Raised by | In their words |
| --- | --- | --- |
| Workload: peak at the end of the quarter | 71 colleagues | "At the end of March I work every evening, and nobody seems to notice." |
| Workload: too many meetings | 33 colleagues | "My Tuesday goes on meetings about meetings." |
| Growth: unclear how | 52 colleagues | "I don't know what I need to do to become senior." |
| Laptops: slow to start up | 27 colleagues | "My laptop takes ten minutes in the morning." |
| Colleagues: help is always close by | 64 colleagues | "When I'm stuck, someone helps within the hour." |

## Colleagues already tell you a lot. Here's how to get more out of it.

| How it often goes | With Febaso |
| --- | --- |
| The yearly questionnaire produces a pile of open answers. There is rarely time to read them all. | Every answer read and grouped into themes, with the count and the verbatim quotes next to it. |
| A number like eNPS shows that something is going on, but not what. | The why, in the colleague's own words, with a follow-up when an answer stays vague. |
| A long questionnaire, once a year. By the time the results are in, the situation has moved on. | A short conversation when it matters, and the themes while it runs. |
| Colleagues are only honest when they know nobody sees who said what, and you have to explain that again every time. | You choose per conversation whether answers are anonymous. Anonymous means you never see who said what. |
| Colleagues rarely hear what was done with their answers. | Febaso helps you report back per theme, without you knowing who it was. We build this together with the first organisations. |
| A Dutch-only questionnaire for colleagues who speak the language less well, or a part of the workforce you can't reach. | Everyone answers in their own language; you read it in yours, with the original next to it. |
| Onboarding and exit conversations live in separate notes, and are never laid side by side. | One way of working for onboarding, exits and the yearly questionnaire, with themes you follow across rounds. |
| A new tool with employee data: first a conversation with the privacy officer and the works council. | Processing your privacy officer can review: in the EU, never for training, with a data processing agreement. |

## Three things you get alongside your questionnaire.

- **Themes with evidence.** Automatic theming with verbatim quotes and clear counts. That keeps the AI checkable: every summary can be traced to the answer itself.
- **Richer feedback through follow-ups.** A short conversation instead of a list. Febaso asks a follow-up when an answer stays vague, so you know what someone means, anonymously if you choose, and whenever it suits them.
- **Privacy-by-design from the Netherlands.** Processing in the EU, no training on your colleagues' answers and your organisation stays the owner. A data processing agreement with every subprocessor.

## A conversation with your colleagues, not surveillance.

- **Not an appraisal of people.** Febaso is meant to hear what is going on, not to track or assess individuals. You decide who sees which level of results.
- **A conversation doesn't replace trust.** Colleagues answer honestly when they trust you. Febaso helps you earn that trust: open about the AI, clear about anonymity, and visible about what you do with it.
- **Small teams stay recognisable.** In a team of four an answer can be recognisable by its content. We look at that together when setting up: what you show per team and from which group size.
- **Febaso organises, you decide.** The AI groups and summarises, and shows per theme how many colleagues raised it and what they said verbatim. What you do with it stays with HR, management and the organisation.
- **Small is small.** With twenty colleagues you read everything yourself. Febaso pays off with dozens to hundreds of answers and across several rounds.
- **The conversation stays human work.** Picking up a theme, coaching a manager or having a difficult conversation no AI can do. Febaso speeds up the hearing and the reporting back.

## An addition, not a replacement.

You work with your own mix: an employee study from an external agency, a pulse tool, exit conversations and conversations in the line. Febaso replaces none of it.

- **Alongside your standard questionnaire.** Keep your yearly questionnaire for comparability. Febaso asks the why and adds to the open questions.
- **Between two questionnaires.** Themes at any moment of the year: after a reorganisation, a new way of working or a busy period.
- **Through a link or QR code.** In the newsletter, on the intranet or on a screen by the coffee machine. Colleagues install nothing.
- **Results in your reporting.** Take the themes, counts and quotes into your report or dashboard. How that fits best, we work out together in the first round.

## Proof first, procurement later: small and scoped.

You don't have to pick a tool before you know what it delivers. A pilot measurement is a one-off, low-threshold trial with one team, location or topic, with a report and a debrief.

1. **Pick one topic.** For example onboarding, exit conversations or a team where something is going on.
2. **We set up the conversation.** Based on your question and your existing questionnaire. You review it and adjust.
3. **Colleagues answer.** Through a link or QR code. You see the themes while it runs.
4. **Report and debrief.** You get a report with themes, counts and quotes and discuss it with us. Then you decide what to do with it.

Want to discuss it internally first, including with the works council? Ask for the one-pager: privacy, time, choice of target group and a business case. After that we look together at whether and how it can grow.

## What each role gets from it.

- **HR manager and HR adviser.** The themes from hundreds of open answers in time, and every conclusion traceable to the quote.
- **Leadership and management.** What's going on, in colleagues' own words, with counts next to it, so you can decide without guessing.
- **Works council.** A clear set-up to discuss: what is asked, who sees what, and how anonymous it is.
- **Team leaders.** The themes of their own team, with a clear limit on what you do and don't see for small teams.
- **Colleagues.** A short conversation whenever it suits them, in their own language, and a clear view of what happens with their words.
- **Privacy and IT.** Processing in the EU, a data processing agreement with every subprocessor, and nothing to install.

## One way of working, every moment in the employee journey.

- [NPS](https://febaso.com/use-cases/nps.md): The score, and why
- [Customer satisfaction (CSAT)](https://febaso.com/use-cases/customer-satisfaction-csat.md): CSAT with follow-up questions
- [Employee engagement (eNPS)](https://febaso.com/use-cases/employee-engagement-enps.md): Engagement and eNPS, anonymous
- [Member feedback](https://febaso.com/use-cases/member-feedback.md): For associations
- [Course evaluation](https://febaso.com/use-cases/course-evaluation.md): Courses and classes

## Privacy and trust

- **Processing in the EU.** And never used to train AI models. Your organisation stays the owner of the data.
- **Anonymous when you choose.** You choose per interview whether answers are anonymous. Anonymous means you never see who said what.
- **Open about the AI.** Colleagues know from the first message that they are talking to an AI.
- **Traceable.** Every theme shows the count and the verbatim quotes.

[Read how we handle privacy](https://febaso.com/privacy)

## Frequently asked questions

### Does Febaso replace our employee engagement study?

No. Febaso works alongside your questionnaire, your pulse tool and your exit conversations. You keep your standard questionnaire for comparison across years; Febaso adds the conversation that holds the why.

### Is it really anonymous?

You choose per interview. Choose anonymous, and names never appear next to answers and you never see who said what. Whoever wants to hear back leaves a contact detail that is stored apart from the answers. In a very small team an answer can be recognisable by its content; we look at that together when setting up.

### What will the works council think?

That is for the works council to decide. What we can do is help with a clear set-up to discuss: which questions, who sees which results, how anonymous it is and how the data is processed.

### Will our privacy officer allow this?

Answers are processed in the EU and never used to train AI models. Every organisation signs a data processing agreement with a list of every subprocessor, and stays the owner of the data. Your privacy officer gets all the information they need from us.

### How do I know the AI isn't making things up?

You don't have to take our word for it. Every theme shows how many colleagues raised it and their verbatim quotes, so every summary can be traced to the answer itself.

### Do managers see who said what?

No. In an anonymous interview nobody sees who said what. What a team leader sees is for you to set, including from which group size a team becomes visible.

### How about reporting back to colleagues?

That's where Febaso is heading: one message per theme to the colleagues who raised it, in their own language, without you knowing who they are. We develop this part together with the first organisations, so you can help decide how it looks.

### Does it work for onboarding and exit conversations too?

Yes. It is the same way of working with a different topic. You can lay the themes of onboarding and exits side by side across rounds.

### Can we start small?

Yes. One team or one topic is enough to see what it delivers. It is a web app, so there is nothing to install. In an intro we agree on a scoped pilot measurement.

## Start with one topic, or meet us first.

In a thirty-minute intro you talk to me, Bryan, founder of Febaso. We discuss your situation, I show Febaso live and we agree on a scoped pilot measurement.

- [Book an intro](https://febaso.com/industries/hr#contact)