01
Enterprise
HR / ExCom own it
Career architecture, compensation policy, bank-wide systems, benefits.
Action Hub® · AI action planning
Surveys tell you what people think. This is where the organisation begins to move.
Action Hub® is the workspace that converts listening into owned work. AI reads the evidence, offers ready interventions, and gives every layer of the organisation a calm way to commit, track, and prove the change.
The system
Action planning that arrives already briefed.
Simple enough for a busy manager. Complete enough for the board.
Most organisations already know what the survey found. What they lack is the instrument that turns that knowledge into a few commitments — drafted with AI, chosen by people, and followed from the team huddle to the executive floor.
- 01
Ready to use, not empty to fill
Managers never face a blank form. Action Hub® opens on the finding, the evidence, and a shortlist of practical interventions from the Corpmetrix library — ranked to impact, voice, and what this person can actually control.
- 02
A tool people will actually open
Understand, choose, commit — in minutes, in plain language. Two or three priorities. No survey-analytics course. The intelligence stays one click away; the decision stays human.
- 03
Tracking that holds at every altitude
The same action lives on a manager card, an HR governance board, and — when published — an employee progress view. Team, function, and enterprise each see the work that belongs to them, and whether it was done and felt.
The gap
Most listening programmes end at the PDF.
The intelligence is there. The ownership is not.
Today
Survey → results → manager report → recommended actions in a PDF → end.
With Action Hub®
Evidence → priority → diagnosis → commitment → execution → pulse → did it work?
Corpmetrix already knows the team scores, the benchmark gaps, the comment themes, and what is inside a manager’s control. Action Hub® arrives with that homework done — and leaves the decision in human hands.
The methodology
Corpmetrix ACT™ — Analyze. Commit. Track & Test.
Visible in the product. Not stamped on every screen.
Analyze
Diagnose before acting. AI briefs surface the quantitative evidence, the comment themes, and the affected cohorts. The manager selects a root cause — not a symptom.
What makes ACT different
Three rules the system will not negotiate.
Focus is enforced, not requested.
- 01
Impact × performance × controllability
An action must be important and actionable by the person receiving it. The system will not hand “career architecture” to a line manager.
- 02
Two KPIs per action — no exceptions
Execution KPI: did we do it? Experience KPI: did employees feel it? Implementation success is not the same as experience success.
- 03
Max 2–3 priorities per department
The system rejects fourteen-item plans. Managers work a focused set. Everything else is a watch item, a strength to protect, or not recommended.
Routing
Three levels of action. The right owner.
Not every finding belongs on a team action card.
02
Function
Function head owns it
Resource allocation, cross-functional processes, workload distribution.
03
Team
People manager owns it
Recognition, feedback frequency, role clarity, team communication.
Three artifacts. Three audiences. One system.
Same data. Three views.
No one is left in the dark.
01 · Manager
Action Card
A tactical workspace: the finding, the plan, the owner, both KPIs. Five to ten minutes to commit — not a survey-analytics course.
02 · HR
Governance dashboard
Coverage, follow-through, at-risk plans, and patterns that should be promoted to enterprise — instead of 24 managers writing “fix career paths.”
03 · Employee
You said. We heard. We’re acting.
HR-approved progress against what people actually said. Closes the psychological loop. Ends the “every year you ask the same questions” feeling.
From insight to outcome
Listening that closes the loop.
Managers commit. HR governs. Employees see progress against what they said.
The record
Insight → Intervention → Outcome, on the record.
Cycle snapshots are immutable. Impact follows the team.
- 01
Insight
Survey evidence, safe employee voice, and a ranked diagnosis — never a blank form.
- 02
Intervention
Library-first actions at the right level, with an owner, dates, and both measures prefilled.
- 03
Outcome
Next year’s report can answer, per action: did it work? Associated movement — not fake causality.
That is where Corpmetrix moves from benchmark provider to intervention-intelligence partner.
Anonymity
Employee voice, without turning it into a hunt.
Privacy is architecture, not a UI hide.
Paraphrased themes, not verbatims
Managers receive safe synthesis and prevalence bands. Raw comments stay in the analysis vault — they are not the Action Hub manager experience.
Thresholds at query time
Teams below the configured anonymity floor never receive scores or themes. Tiny counts that invite inference are suppressed.
AI never invents a finding
Recommendations are grounded in structured evidence. The model cannot silently assign an action. A human commits.
FAQ
Questions buyers ask first
Straight answers before you book a conversation.
Every action traces to survey evidence — scores, benchmarks, trends, and safe comment themes. Managers never start from “what would you like to do?” It is an employee-experience action system, not Jira for HR.
No. The intended flow is My Team → My Priorities → Understand → Choose → Commit. A good plan should take 5–10 minutes. Evidence is one click away; the default is two or three priorities in plain language.
ACT™ routes by controllability. Enterprise issues (career architecture, pay policy, core systems) go to HR / ExCom. Function issues go to the function head. The manager may take a supporting local behaviour — they are not asked to solve the unsolvable.
Two KPIs, no exceptions: an execution measure (did we do it?) and an experience measure (did employees feel it?). Closure waits for an outcome review — a targeted pulse or the next cycle — not a ticked box.
Yes, by architecture. Action Hub® never exposes respondent identity or unsafe qualitative detail. Themes are paraphrased. Thresholds are enforced server-side, including on APIs and exports.
Yes, when HR publishes it. The employee view is “You said. We heard. We’re acting.” — aggregated, approved progress. It never publishes confidential manager workspace detail.