No dashboard to babysit, no survey to schedule. Two small inputs from your people. One short brief for every manager.
Once, when they first join Rivvol, every employee answers a short set of questions: how they like to be recognized, how they take feedback, what a good 1:1 looks like to them, and what would make them glad they stayed a year from now. For anyone who opts in, it also asks what they'd want to grow into next. That last part stays off by default; nobody is surfaced for a growth conversation or an internal opportunity without choosing to be. Every part is optional, and nothing about it is a personality test. It's just the information a good manager would ask for, if they had the time to ask everyone.
One tap, one to five. That's the entire ask. It's not a survey and nobody reads a report about it. It's the freshest signal the system has, and it's what keeps a brief from going stale the moment someone's week changes.
Who on your team needs attention today? Overnight, Rivvol reads what changed: check-in scores, how long it's been since a real 1:1, and workload. In shipping and receiving, or any operation where volume projections can be uploaded or pulled in, Rivvol calculates workload on its own, so a week of extra inbound trucks shows up before anyone has to flag it. Then it turns all of that into a short list: a few people, one specific Suggestion each, and a "Why this?" behind every one. A manager opens it, and for each person marks it done or chooses Not now. Nothing repeats itself once it's handled. Done is done.
A weekly 0 to 100 read on how well action is matching what the team actually needs. Not a vanity metric, a working one.
The other side of the brief: people doing quiet, consistent great work, surfaced for a manager or HR before they're overlooked long enough to leave.
Employees can raise their hand from their own side, routed to HR first. Never straight to the manager who might be the issue.
HR and leadership see the same signals by team: where support is needed first and what turnover could cost.
We'll show you how Rivvol works and talk through what it could do for your team. It's free, there's no commitment, and founding organizations help shape what we build.
No time that works? Email support@rivvol.com and we'll find one.
Not ready to talk? Join the waitlist and we'll email you when it's your turn.