Listen, in a way people trust.

You choose per survey. Anonymous keeps responses completely untraceable. Confidential means HR can see who responded but never their answers. Identified attributes answers by name — useful for onboarding check-ins where follow-up matters. Segment breakdowns are suppressed below a minimum response threshold to protect small teams regardless of mode.

Yes. Describe what you want to learn in one sentence — "a short pulse on how the team feels about our new remote-work policy" — and Harmny generates a ready-to-send survey in seconds. You can edit, reorder, or add questions before sending.

Yes. Set a cadence — weekly, biweekly, monthly, or quarterly — and choose the hour it goes out. Harmny opens a new run on schedule automatically. Great for ongoing pulse checks without manual effort each time.

Lifecycle surveys fire automatically at key moments in the employee journey. Onboarding check-ins go out at 30, 60, or 90 days after hire to catch early friction before it becomes a problem. Exit surveys capture honest feedback when someone leaves. Both types are triggered by Harmny — no manual send required.

Yes. Start from the built-in template library — engagement, eNPS, onboarding pulse, manager effectiveness — or build from scratch and save any survey as a reusable template. Question types include Likert scales, eNPS (0–10), multiple choice, and free text.

Results include department and segment heatmaps so you can spot where engagement is strong or slipping. You can drill down by team and export the underlying data to CSV for deeper analysis or board reporting.

Yes. Managers get a team results view showing how their direct reports responded — subject to the minimum response threshold so anonymity is always protected. HR and admins see org-wide results across all departments.

Yes. Attach action plans to survey results so findings turn into owned follow-ups rather than a report nobody revisits. You can assign an owner, set a due date, and track progress directly from the results screen.