What do you get out of it as an organization?

I think every HR leader and functional leader is on a quest to find out more about their organization, both in terms of the business and also what's going on.

Many times we've turned to what I call the more traditional tools, surveys, all hands, performance cycles.

Those are all great ways, very well-established ways for us to understand more about what's going on at both an individual group enterprise level.

But they all have their own challenges.

A survey can be a set of results you get a quarter behind the actual data, but also it can be biased by the fact that self-reported data is inherently biased because you have to go through the cognitive processing of deciding what it is you want to say.

All hands are great, but the loudest mouths tend to talk, [laughs] and the quietest ones don't tend to say as much.

On that ROI question, what would you want HR leaders to be thinking about when they're measuring ROI on something like this?