AI Conversation lets you go deeper on one topic at a time. You choose a question category, and the AI holds a short, adaptive conversation with each employee to understand what's working, what isn't, and why. Afterwards view insights on a team level, fully anonymous.
This article gives a quick overview of every category available, so you can pick the right one for what you want to learn for your organization and/or team.
Coming in the upcoming days: Four new categories are coming: AI at Work, Change Readiness (Part 1), Change Impact (Part 2) and Digital / Hybrid Work Environment.
At a glance
| Area | Categories |
| Trending Topics (Coming soon) | AI at Work · Change Readiness (Part 1) · Change Impact (Part 2) · Digital / Hybrid Work Environment |
| Leadership & trust | Leadership · Trust · Transparency |
| Voice & culture | Participation · Psychological Safety · Diversity, Equality & Inclusion · Sustainability |
| Wellbeing & work conditions | Work Situation · Subjective Well-Being · Autonomy |
| Motivation & fit | Job Satisfaction · Meaningfulness · Person-Job Fit · Self-Leadership |
| Growth & innovation | Personal Development · Innovation |
| Teamwork | Team Spirit · Cross-Functional Collaboration |
| Engagement & loyalty | Commitment · Ambassadorship · eNPS |
Trending topics (Coming soon)
AI at Work
How employees are adapting to AI in their work: where it helps, what gets in the way, and whether they have the skills, tools and support to use it well.
Trending topics
Use it when: you're rolling out AI tools, shaping an AI strategy, or want to understand what's holding adoption back.
Change Readiness (Part 1)
How prepared employees feel for a change that's planned or just starting: do they understand it, believe in it, and feel able to adapt? Readiness doesn't mean everyone agrees with the change. It means they have enough clarity and support to get through it.
Trending topics
Use it when: a reorganisation, new system, new process or other change is about to start.
Change Impact (Part 2)
How a change is actually playing out once it affects day-to-day work. It shows the gap between what the change was meant to achieve and how people are experiencing it.
Trending topics
Use it when: a change is underway or recently implemented, and you want to know how it's landing.
Tip: Change Readiness and Change Impact work best as a pair. Run Part 1 before the change and Part 2 once it's in place, so you can compare expectations with reality.
Digital / Hybrid Work Environment
Whether digital tools, systems and ways of working make work easier, or add friction, overload and stress. Includes remote and hybrid collaboration and the ability to switch off.
Trending topics
Use it when: you're introducing new tools, reviewing hybrid or remote ways of working, or hearing about meeting and notification overload.
Leadership & trust
Leadership
How employees experience their manager(s): support, clear direction, fairness and useful feedback.
Standard category
Trust
Whether employees feel they can rely on their manager, senior leaders and the organisation to be honest, fair and consistent.
Supplemental category
Transparency
Whether information about decisions, priorities and challenges is shared openly, clearly and honestly.
Supplemental category
Voice & culture
Participation
Whether employees have a real voice: they can share opinions, influence decisions and see their input acted on.
Standard category
Psychological Safety
Whether people feel safe to speak up, ask questions, admit mistakes or challenge decisions without fear of negative consequences.
Supplemental category
Diversity, Equality & Inclusion
Whether everyone is treated fairly, has equal opportunities and feels they belong, whatever their background or identity.
Supplemental category
Sustainability
How employees see the organisation's environmental and social responsibility, and whether it matches their own values.
Supplemental category
Wellbeing & work conditions
Work Situation
The everyday conditions of work: workload, stress, role clarity, resources, and a workplace free from bullying and discrimination.
Standard category
Subjective Well-Being
How work affects employees' overall wellbeing, including their energy, mood and work-life balance, both at work and outside it.
Supplemental category
Autonomy
How much control employees have over how, when and where they do their work.
Standard category
Motivation & fit
Job Satisfaction
How employees feel about their job overall: whether it's enjoyable, motivating and worthwhile day to day.
Standard category
Meaningfulness
Whether employees feel their work has purpose, matters to others and connects to something bigger.
Standard category
Person-Job Fit
How well an employee's skills, needs and values match what their role actually requires.
Supplemental category
Self-Leadership
How much employees take ownership of their own work, goals and development.
Supplemental category
Growth & innovation
Personal Development
Whether employees feel they're learning and growing, with the opportunities, feedback and time to develop.
Standard category
Innovation
Whether the organisation makes it safe and possible to share ideas, experiment and improve how work gets done.
Supplemental category
Teamwork
Team Spirit
How well the team works together: collaboration, support, belonging and handling disagreements.
Standard category
Cross-Functional Collaboration
How easy it is to work with other teams and departments and get things done across boundaries.
Supplemental category
Engagement & loyalty
Commitment
How connected employees feel to the organisation, including their willingness to go the extra mile and their intent to stay.
Standard category
Ambassadorship
Whether employees are proud of where they work and would recommend it to others.
Supplemental category
eNPS
The reasons behind employees' eNPS rating: what makes them more or less likely to recommend the organisation as a place to work.
Standard category
Not sure which category to choose?
| If you want to understand… | Try |
| Why people are disengaged or leaving | Commitment, Job Satisfaction, eNPS |
| High stress or sick leave | Work Situation, Subjective Well-Being |
| How a manager or leadership team is perceived | Leadership, Trust |
| Whether people dare to speak up | Psychological Safety, Participation |
| How a change will land, or is landing | Change Readiness (Part 1), Change Impact (Part 2) |
| How AI adoption is going | AI at Work |
| Friction from tools, meetings or hybrid work | Digital / Hybrid Work Environment |
| Silos between teams | Cross-Functional Collaboration, Team Spirit |
| Growth and career opportunities | Personal Development, Person-Job Fit |
Annual cycle: which category, when?
The HR year has recurring periods with different focus areas. By running an AI Conversation at the right time, you get insights exactly when they’re most useful. Here’s a suggestion for how to plan your year:
| Period | What’s happening in the HR year | Run an AI Conversation on |
| Spring (Mar–May) | Motivation and engagement, salary review, performance and goal-setting conversations | Engagement, Job satisfaction, Self-leadership, Leadership |
| Early summer (June) | Check-in before the summer break, focus on recovery | Work situation, Subjective well-being |
| Fall (Aug–Oct) | Growth and personal development, development conversations, skills planning | Personal development, Person-job fit, Innovation |
| Winter (Nov–Feb) | Budgeting and planning for next year, new goals and priorities | Transparency, Trust, eNPS |
| Ongoing | Reorganizations, new systems, AI adoption, and other changes | Change readiness, Change impact, AI at work |
💡 Tip: Run an AI Conversation a few weeks before a key activity, such as the salary review or development conversations. That gives managers time to use the insights in those conversations.
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