Employee Feedback Analyzer

1import { relay } from "@relayplane/workflows";
2
3const result = await relay
4  .workflow("employee-feedback")
5
6  // Step 1: Categorize feedback themes
7  .step("categorize-themes")
8  .with("openai:gpt-4o")
9  .prompt(`Categorize this employee feedback by theme:
10
11{{feedbackResponses}}
12
13Theme categories:
14- Leadership & Management
15- Compensation & Benefits
16- Work-Life Balance
17- Career Development
18- Team Collaboration
19- Company Culture
20- Tools & Resources
21- Communication
22- Diversity & Inclusion
23- Remote Work / Office
24
25For each response:
26- Primary theme
27- Secondary themes (if any)
28- Specific sub-topic
29
30Return theme distribution summary.`)
31
32  // Step 2: Analyze sentiment
33  .step("sentiment-analysis")
34  .with("anthropic:claude-3.5-sonnet")
35  .depends("categorize-themes")
36  .prompt(`Analyze sentiment across feedback:
37
38Feedback: {{feedbackResponses}}
39Themes: {{categorize-themes.output}}
40
41For each theme:
42- Sentiment score (-1 to +1)
43- Volume (number of mentions)
44- Trend vs previous period (if available): {{previousData}}
45- Key positive phrases
46- Key negative phrases
47
48Also identify:
49- Overall organization sentiment
50- Most improved areas
51- Declining areas (red flags)`)
52
53  // Step 3: Extract specific concerns
54  .step("extract-concerns")
55  .with("anthropic:claude-3.5-sonnet")
56  .depends("categorize-themes", "sentiment-analysis")
57  .prompt(`Extract specific concerns and suggestions:
58
59Feedback: {{feedbackResponses}}
60Themes: {{categorize-themes.output}}
61Sentiment: {{sentiment-analysis.output}}
62
63For top negative themes, identify:
64- Root cause patterns
65- Specific examples (anonymized)
66- Frequency of mention
67- Which teams/departments affected
68
69Also extract:
70- Concrete employee suggestions
71- Wins to celebrate
72- Quick wins (easy fixes)
73
74Be specific enough to act on.`)
75
76  // Step 4: Generate recommendations
77  .step("recommendations")
78  .with("openai:gpt-4o")
79  .depends("categorize-themes", "sentiment-analysis", "extract-concerns")
80  .prompt(`Generate actionable recommendations:
81
82Analysis: {{extract-concerns.output}}
83Sentiment: {{sentiment-analysis.output}}
84
85For each major issue:
86- Recommended action
87- Owner (HR, Leadership, Managers, specific team)
88- Effort level (low/medium/high)
89- Expected impact
90- Success metric
91
92Prioritize by:
931. Impact on retention
942. Quick wins first
953. Systemic issues that affect multiple themes`)
96
97  // Step 5: Generate executive report
98  .step("executive-report")
99  .with("anthropic:claude-3.5-sonnet")
100  .depends("categorize-themes", "sentiment-analysis", "extract-concerns", "recommendations")
101  .prompt(`Create executive feedback report:
102
103Themes: {{categorize-themes.output}}
104Sentiment: {{sentiment-analysis.output}}
105Concerns: {{extract-concerns.output}}
106Recommendations: {{recommendations.output}}
107
108Survey: {{surveyName}}
109Period: {{surveyPeriod}}
110Response Rate: {{responseRate}}
111
112Format:
113# Employee Feedback Report - {{surveyPeriod}}
114
115## Executive Summary
116- Key metrics (eNPS, response rate)
117- Top 3 wins
118- Top 3 concerns
119
120## Sentiment Overview
121- Overall score and trend
122- By theme breakdown
123
124## Key Themes
125
126### 🟢 Positive Themes
127- What employees love
128
129### 🟡 Neutral/Mixed
130- Areas with polarized feedback
131
132### 🔴 Concerns
133- Issues requiring attention
134
135## Recommended Actions
136- Prioritized action plan
137- Quick wins
138- Strategic initiatives
139
140## Next Steps
141- Follow-up timeline
142- Communication plan
143
144Data-driven, actionable, balanced tone.`)
145
146  .run({
147    feedbackResponses: surveyResponses,
148    previousData: lastQuarterData,
149    surveyName: "Q4 2024 Engagement Survey",
150    surveyPeriod: "October-November 2024",
151    responseRate: "78%",
152  });
153
154// Send to HR leadership
155await sendEmail({
156  to: ["hr-leadership@company.com"],
157  subject: "Q4 Employee Feedback Analysis",
158  body: result.steps["executive-report"].output,
159});
160
161// Create Jira initiatives for recommendations
162const recommendations = JSON.parse(result.steps["recommendations"].output);
163for (const rec of recommendations.filter(r => r.priority === "high")) {
164  await createInitiative({
165    title: rec.action,
166    owner: rec.owner,
167    epic: "Employee Experience",
168    description: rec.details,
169  });
170}

1// Culture Amp / Lattice integration
2import { relay } from "@relayplane/workflows";
3
4async function analyzeSurveyResults(surveyId: string) {
5  // Fetch anonymous responses (no PII)
6  const responses = await cultureAmp.surveys.getResponses(surveyId);
7
8  // Process in aggregate - never analyze individual responses
9  const result = await relay
10    .workflow("employee-feedback")
11    .run({
12      feedbackResponses: responses.map(r => r.anonymousResponse),
13      previousData: await getPreviousSurveyData(),
14      surveyName: responses.surveyTitle,
15    });
16
17  // Create dashboard
18  await updateFeedbackDashboard({
19    surveyId,
20    themes: result.steps["categorize-themes"].output,
21    sentiment: result.steps["sentiment-analysis"].output,
22    recommendations: result.steps["recommendations"].output,
23  });
24
25  return result;
26}

1// Analyze by team (requires min 5 responses for anonymity)
2const teams = ["Engineering", "Sales", "Product", "Marketing"];
3const teamReports = {};
4
5for (const team of teams) {
6  const teamResponses = responses.filter(r => r.department === team);
7
8  // Skip if too few responses (anonymity protection)
9  if (teamResponses.length < 5) {
10    teamReports[team] = { status: "insufficient_responses" };
11    continue;
12  }
13
14  const analysis = await relay
15    .workflow("employee-feedback")
16    .run({
17      feedbackResponses: teamResponses,
18      surveyPeriod: "Q4 2024",
19    });
20
21  teamReports[team] = {
22    sentiment: analysis.steps["sentiment-analysis"].output,
23    concerns: analysis.steps["extract-concerns"].output,
24  };
25}
26
27// Compare teams
28await generateTeamComparison(teamReports);

1# Employee Feedback Report - Q4 2024
2
3## Executive Summary
4**Response Rate:** 78% (312/400 employees)
5**eNPS:** 32 (up from 28 in Q3)
6**Overall Sentiment:** +0.42 (Positive)
7
8### Top Wins
91. **Remote work flexibility** - 89% satisfaction rate
102. **Team collaboration** - "Best team I've worked with" mentioned 47 times
113. **Learning opportunities** - New L&D program rated highly
12
13### Top Concerns
141. **Career progression clarity** - Unclear paths to promotion
152. **Compensation transparency** - Want more market data
163. **Meeting overload** - "Too many meetings" mentioned 34 times
17
18## Sentiment by Theme
19
20| Theme | Score | Trend | Volume |
21|-------|-------|-------|--------|
22| Team Collaboration | +0.72 | ↑ | 156 |
23| Remote Work | +0.68 | → | 134 |
24| Company Culture | +0.54 | ↑ | 89 |
25| Work-Life Balance | +0.31 | ↓ | 78 |
26| Career Development | -0.22 | ↓ | 112 |
27| Compensation | -0.31 | → | 94 |
28
29## 🔴 Key Concerns
30
31### Career Development (-0.22)
32**Root Causes:**
33- No documented promotion criteria
34- Limited visibility into growth opportunities
35- Managers not trained on career conversations
36
37**Employee Quotes:**
38- "I don't know what I need to do to get promoted"
39- "My manager doesn't discuss my career goals"
40- "No clear path from IC to management"
41
42**Affected Teams:** Engineering (35%), Product (28%), Sales (22%)
43
44### Meeting Overload
45**Data:**
46- Average 18 meetings/week per employee
47- 34 mentions of "too many meetings"
48- Peak meeting times: 10am-12pm, 2-4pm
49
50**Employee Quotes:**
51- "No time for deep work"
52- "Could this meeting be an email?"
53
54## Recommended Actions
55
56### Immediate (This Month)
571. **Publish promotion criteria** - Define clear requirements for each level
58   - Owner: HR + Department Heads
59   - Effort: Medium
60   - Impact: High
61
622. **Implement meeting-free focus time** - Block 9-11am Tue/Thu
63   - Owner: Leadership
64   - Effort: Low
65   - Impact: Medium
66
67### Short-term (This Quarter)
683. **Manager training on career conversations** - 2-hour workshop
69   - Owner: L&D Team
70   - Budget: $5,000
71   - Metric: Post-training survey score >4.2
72
734. **Compensation transparency initiative** - Share market data
74   - Owner: Compensation Team
75   - Timeline: February
76
77## Next Steps
78- [ ] Share report with leadership team - Nov 22
79- [ ] All-hands communication - Nov 29
80- [ ] Action planning sessions by department - Week of Dec 2
81- [ ] Follow-up pulse survey - January