Winningtemp has 3 different scenarios where we escalate a user's response. We'll see if we can go through these below and describe when they appear.
The most common escalation is escalation regarding response patterns. Then Winningtemp identifies a pattern that is linked to stress or low job satisfaction. This is a response pattern that is based on several weeks or months of user responses. Most often, these patterns are identified due to a decreased temperature in specific questions regarding stress or job satisfaction.
The user then receives a prompt after their latest survey explaining that Winningtemp has identified a pattern and, as a preventive measure, wants to allow the user to reach out to someone within the company to have a conversation about their current situation. We also inform the user that they are not anonymous in this escalation and that if they choose to reach out to a person in the company, their name and email address will be sent to the person they chose to contact.
The user is then given the opportunity to select a person from a list. The list shows immediate managers (managers in ascending order) and all system administrators. If you have manually added other users, such as trade representatives or similar, as "Selectable contact person", they will also appear in the list. Read more here: What are selectable contacts and how does it work?
The user also has the option to fill in a text to explain their situation. This contact request is sent directly to the selected person's email address, and no comment or conversation is created in Winningtemp, as the user has chosen to step out of their anonymity and contact a person directly instead.
Bullying and Discrimination
The other two escalations are linked to Bullying and Discrimination. These are handled similarly and are linked to the respective question under the category "Work situation". If a user answers negatively to whether they experience bullying or discrimination, they are given an escalation after their survey where they have the option to fill in additional information.
First, they get the opportunity to seek contact internally within the company, just as in the escalation regarding response patterns. But if the employee refuses contact, they are instead allowed to supplement their answer with a comment and in what context the bullying or discrimination takes place. These selections will then be visible in the comment shown to the administrator and provide more insight into the event.
The employee can also choose not to show the comment to the immediate manager. Then the comment will only be shown to system administrators. This can be used if the immediate manager is involved in the incident, or if the employee may feel that their HR / System Administrators should handle the matter instead.
If the employee chooses not to leave a comment or fill in when/how the bullying takes place, an empty comment is created. This allows the administrator to get in touch with the employee via the comment, even if the user didn't want to fill in more information initially.