If safeguards pass
A shared lay of the land
The admin receives the released report. All eligible employees receive the identical report within 24 hours of release to management, whether or not they participated.
The design-partner journey
Clearer reality.
A clear way to begin.
A candid look at your company, from the people who know it best. Here’s how you move from getting started to sharing the findings.
Walkthrough preview. This describes the intended assisted journey. Online signup, offer activation, admin provisioning, and final terms acceptance are still being completed.
Yootle
Know what
you’ll learn.
Company reality, safely provided by employees.
Built to make room for candor
Yootle gives employees a protected way to give their employers a candid look at how the company is doing. Identity is kept separate from answer records. Employers receive aggregate findings, never individual answers.
Five connected areas
- WHOPeople & culture
- WHOMCustomers & stakeholders
- WHYStrategy & direction
- HOWExecution & processes
- WHATProducts & services
What the company saysWhat employees observe
The five-area assessment and these comparisons show what appears to be working, where experiences differ, and what deserves closer investigation.
Why Solve Order? How is Yootle different?
Solve Order proposes the order in which to attend to what produces results. Each layer supports what comes above it. Employees’ experience is a starting point for understanding where those foundations are strong and where they need attention.
Different tools do different listening jobs. Yootle’s focus is people-led diagnosis, with protected answers, aggregate findings, and the same findings for employees and management. Employers commit to non-retribution when they sign up.
Sign up
Confirm your
starting point.
Agree the population, protections, and design-partner offer.
- Confirm who you represent.
Establish your authority to administer the organization, state the employee population, and commit to inviting everyone under your management.
- Review the terms with Yootle.
Confirm voluntary participation, non-retribution, and the reporting safeguards before the first invitation.
- Arrange your design-partner offer.
Confirm the
designpartner90daysoffer with Yootle during assisted onboarding, before any card step.
Setup waived90 free days
The 90 days start when the first round reaches its agreed reporting minimum. Afterward: $1.99 per provisioned person per month.
Minimum requirements & the card step
The reporting minimum is ordinarily 30 completed responses. A smaller design-partner group needs Troy’s explicit approval of one fixed minimum from 11–29, recorded before invitations. Reaching the minimum alone does not guarantee a report; every release safeguard must pass at close.
In the intended Stripe step, an accepted card is saved without a charge or funds held. Acceptance unlocks the admin step; it does not create the admin account. If the card is declined, retry with corrected details or another card before continuing.
Billing counts each person provisioned to receive a diagnostic once per billing month, even across multiple rounds. You may leave during the free period at no cost; afterward, billing is month to month and you may cancel at any time. Final terms are reviewed during assisted onboarding.
Set up for action
Prepare your
first round.
A setup checklist, a fixed window, and clear notice boundaries.
- Create the admin account.
Verify your work email, set up a passkey, and connect to the approved organization.
- Walk through the diagnostic.
Review the questions, employee invitation, reporting groups, safeguards, and how everyone will receive the outcome.
- Complete setup before inviting.
Fix the employee population, reporting minimum, and exact opening and closing dates and times. Each round has a fixed 17-day window.
OpeningInvitation
Day 5Reminder
Day 15Final call
Day 17Window closes
Three notices maximum. Later notices go to the entire eligible population through a roster-blind organization-wide channel.
What employees do & what admins can see
Employees start from their private invitation and complete the participant setup before answering. Participation is voluntary. Use a personal device and connection, away from work accounts, machines, and networks.
Employees can revise or withdraw before close using the secret provided at submission. Keep that secret: a lost secret means the answer cannot be revised or withdrawn.
Admins can check setup completion and the fixed schedule. Nobody sees live response counts, progress toward the minimum, or a “minimum met” signal. There are no targeted nonrespondent reminders or extra manager nudges. The active round’s dates and minimum stay fixed.
Reports
Learn together.
Decide what’s next.
After the window closes, the same outcome reaches both audiences.
If safeguards do not pass
No report is released
Everyone eligible receives a suppression notice within 24 hours of close and final determination. Individual answers and unsafe aggregates remain unavailable.
Read the findings as a Perception Map: employee observations across the five areas, including claims versus lived experience. They reflect the people who answered; they do not directly measure customers’ experiences.
Use the findings & schedule another round
Use the shared findings to identify what deserves closer investigation and choose where to act. A reporting minimum is only one protection; release also depends on the response and disclosure safeguards agreed before the round.
Schedule the next round with fresh participation credentials and its own fixed dates, population, and safeguards. A new round does not reset or change an active round.
Invited as an employee? Start with the private invitation your organization sent you.