Wonderflow supports companies with free AI-driven employee feedback analysis tool WonderWork

Amsterdam (NL) and Trento (IT), April 23, 2020 – Wonderflow, a leader in artificial intelligence-driven feedback analysis, today announced that it is making recently launched WonderWork, its employee feedback tool, available for free for the rest of 2020 to help companies overcome the global COVID-19 crisis.

Wonderflow’s Natural Language Processing (NLP) technology is already used by many organizations to capture and analyze structured and unstructured customer feedback. WonderWork brings together the technology and the experience for employee feedback analysis. Users collect and analyze employee feedback for real-time actionable insights, which can be used to support new ways of working, as well as teams’ well-being.

The free version of WonderWork will feature:
– Availability for any company with more than 50 employees
– Unlimited collection and analysis of unstructured feedback
– Real-time access to actionable insights
– GDPR and ISO27001 privacy compliance

“Over the past weeks, we have heard from the managers and employees that they feel isolated during these unprecedented times and ever-changing circumstances,” Riccardo Osti, Wonderflow’s CEO, shared. “The speed of change has increased tenfold, and digital transformation is accelerating as a result of the crisis.”

Osti continues: “With the launch of WonderWork, we are able to help companies to stay connected with their employees, as well as assess their well-being and specific needs, especially in these times of crisis. Whether you’re a smaller business or part of a team inside a large organization, you can request free access to WonderWork.”

Mike Ruini, Head of Product at Wonderflow, emphasizes the importance of accessibility: “The concept is centered around ease of use. It will take just minutes to launch the first employee feedback request, which consists only of one open-ended question that will help you understand the satisfaction of your employees as they deal with changes. It helps your company build a continuous feedback loop with your employees.”

Learn more about WonderWork and request access via this link: https://www.wonderwork.it/

About Wonderflow
Wonderflow is a leader in feedback analysis powered by artificial intelligence. Wonderflow’s technology collects and analyzes vast amounts of unstructured and structured feedback, empowering companies to turn customer and employee feedback into actionable insights. Many organizations, including Fortune 100 companies, leverage Wonderflow as the central tool to deliver a better customer experience by integrating feedback into product development, customer service, e-commerce, and more.

Note to editors: Trademarks and registered trademarks referenced herein remain the property of their respective owners. For further information, questions, images, or interview opportunities:

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Experts warn coronavirus remote working may impact employee wellbeing

 13th March 2020…With an increasing number of UK employers joining Google and Amazon in restricting travel and requesting remote working, British businesses need to get prepared or brace themselves for a potentially significant impact on employee wellbeing.

Remote working isn’t always as Instagram-worthy as it may seem. A global survey last year found that many remote workers struggle with unplugging from their work (22%), loneliness (19%) and communicating (17%)[1]. Another study in 2017 found that 41% of remote workers reported high stress levels, compared to just 25% of office workers.[2]

Business culture and remote working expert, Jane Sparrow, says “a little bit like when it snows, the first day or two of homeworking can feel quite fun – it’s different, you don’t have to get up as early, there’s no morning commute – but then the reality sets in and it can become a real challenge for people.

“If you’re used to seeing your colleagues or customers every day, feelings of isolation can creep in remarkably quickly. This new remote working environment can also affect focus, a sense of team and creativity. It’s not something that is often talked about but if we are to help our teams stay healthy, happy and ultimately productive, we have to recognise and manage the high stress environment that remote working can create for many people.”

Jane is founder and director at The Culture Builders who have been supporting China and Hong Kong based, global luxury fashion, beauty and lifestyle retailer, Lane Crawford, through the eye of the Coronavirus storm.

Andrew Keith, the company’s president, says “it’s hard to articulate the array of unprecedented challenges this situation has presented but at the heart of our response has been supporting people and keeping them connected – to each other and the organisation.

“We’ve been developing people managers on how to support their remote teams, providing daily top tips and inspiration to keep people motivated and working intensively with the top team on role modelling essential behaviours for effective virtual working. I started a VLOG a number of months ago to have an emotional and direct connection with every one of my people, during such a difficult time, which has had a huge positive impact.”

With millions of UK employees already working from home and millions more expected to follow, the challenge is on for businesses to keep their people positive, connected and productive. The Chancellor may have announced a £30bn package to “keep this country and our people healthy”, but the onus is just as much on employers to ensure their people are supported.

Jane Sparrow says, “There are so many benefits of remote working, for both people and business spanning wellbeing, productivity and the environment. A possible upside of this whole situation is that it may prove the case for more flexible working within companies who have  been slow to adopt it.

“However, many leaders, teams and companies come at remote working assuming that people will just do it well or adapt easily to it, if it’s new for them. The other thing we see a lot is businesses putting in a new or enhanced virtual working tool – and considering the job done.

“We need to remember that we’re all human – and so dropping people into a totally different way of working with just a new video communication platform – it doesn’t work. We have to think about how we keep people feeling connected, that they’re still part of a team and that there’s still a strong support network in place. On the topic of connection, we’ve been going to Lane Crawford’s virtual gin dens!”


  1. Don’t focus on tools alone

With video communication, webcasting, messaging platforms and more, the tech is there to make this work. But attitudes and behaviours are just as vital for a productive remote team.

  1. Create a third place

There’s the office, there’s home and then there’s the virtual third place. Agree as a team how you’ll behave there for virtual collaboration success e.g. it’s acceptable to send a quick message to say “I’ll call you back” if you’re deep in focus.

  1. Ensure social continuity

When we work remotely, our exchanges become more formal and task focused. Pick up the phone, or ping a message, just to see how someone else’s day is going. Virtual team check ins at the start and end of each day replicate the usual social greetings and create connection.

  1. Adapt working structures

What works in the office may not remotely. Instead of lengthy meetings, have short virtual huddles with a strong chair so people don’t get lost because they’re not physically visible. Apply this thinking to team resourcing, scheduling and action planning.

  1. How are we feeling?

Keeping in tune with how teams are feeling is even more critical when they’re remote – have five minutes on the start of every virtual meeting to say hello properly and see how people are.

  1. Help people to manage distraction

Distractions are the biggest reason why many people say homeworking wouldn’t work for them. Get your leaders to talk openly with people about how they’re managing theirs – specific break times are a good start!

  1. Say thank you more

We have a human need to feel valued and when we work remotely the opportunities for this diminish. Make sure your business is seeking out and actively sharing success and your managers are dialing up the appreciation.

  1. Energising – your way

What gives us energy is different for everyone but your people need to work it out fast for success. A tried and tested formula is breaks + movement + fresh air (every so often). Plus avoiding the lure of the biscuit cupboard with healthy snacks instead.

  1. Walk the virtual walk

There’s a critical role for leaders and managers to connect, support, coach and role model. Task your managers with choosing two different people to call each day for a 10 minute check in.

  1. Be realistic and honest

If schools and nurseries close, the impact on how we are able to work will be even greater. Businesses will need to respond quickly and empathetically – leaders being open and honest about their own working patterns (and limitations) can really set the tone.

For more thinking and top tips on effective remote working subscribe to The Culture Builders podcast.

About Jane Sparrow

Jane is an organisational culture expert, published author, expert facilitator, performance coach, impactful speaker and global commentator. She has worked with businesses across the world, including Centrica, UKTV, Sony, Lane Crawford, Dyson, HSBC, Rugby Premiership and Sky, to create and sustain high performance cultures.

About The Culture Builders

The Culture Builders is a UK-based consultancy that works globally and specialises in building high performance teams and workplaces. Their client list includes global corporates, UK NGO & Government organisations, NHS trusts, charities and SME including Sony, NTT Security, Dyson, The Government Office, BBC and Arqiva. The Culture Builders is a carbon-neutral company.

For further information visit theculturebuilders.com[1] 2019, Global Survey, Buffer –  https://buffer.com/state-of-remote-work-2019

[2] 2017 United Nations report – http://www.ilo.org/wcmsp5/groups/public/—dgreports/—dcomm/—publ/documents/publication/wcms_544138.pdf

Photo caption – Remote workers can quickly feel isolated, distracted and lonely” says business culture and remote working expert, Jane Sparrow.

Photo credit – remote working stress by Anton Korobkov, Shutterstock

For further information, media commentary, tips or to arrange interviews please contact

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What to tell employees if you’re insolvent

No business wants to find itself insolvent, unable to pay its debts and with its future in doubt, it can be a stressful time for everyone involved. If your business does become insolvent, you should aim to keep your employees as well informed on what is going on as possible. There will be a level of anxiety in your workforce as they think about their future. As your employer, you should help them understand the situation while not giving them false hope.

Remember their rights

Even if the company is insolvent, in the hands of an insolvency practitioner, undergoing a recovery procedure or closing through liquidation, your employees maintain their legal rights for the procedure’s duration, and if you have to dismiss them.

If for example, you liquidate the company, employees can still claim wage arrears (up to eight weeks’ worth from the Redundancy Payments Office), holiday pay (unpaid, or up to six weeks), any unpaid pension contributions, and pay in lieu of notice.

If you have to make employees redundant, you’ll have to give them a period of notice before dismissing them. That period of notice is either specified in their employment contracts or the minimum statutory notice period, whichever is longest.

Know what insolvency procedure you’re going through

Once the directors have engaged a licensed insolvency practitioner, they will determine which insolvency procedure would provide the best outcome for the business. They will take the company’s circumstances into account, what the directors want, and what you can realistically do with the company.

In the UK, the insolvency practitioner may recommend the following procedures:

Company Voluntary Arrangement (CVA) – A CVA is an arrangement in which the company pays a set monthly amount to the insolvency practitioner, who distributes it to the creditors. This procedure may be a viable option if the company structure has the potential to succeed if unencumbered by its debts. Employees may not even notice the effects of a CVA, as trading can continue uninterrupted. However, their jobs could be in a precarious position as the directors will still be looking to save money where they can.

Administration – In an administration, a third-party takes control of the company and will make the necessary savings with less input from the directors. There could be an increased risk of redundancies, as parts of the business deemed unprofitable are likely to be cut to make the savings required to stay operational. A lender who has a debenture over a client, which is effectively a floating charge over various assets such as stock, raw materials or fixtures and fittings, can also in some scenarios place that said company into administration, if the charge covers the majority of the company assets.

Creditors’ Voluntary Liquidation (CVL) – If the directors can’t see a future in the company, they can apply for a CVL to close it voluntarily. The assets are sold, and all staff will be made redundant. Subsequently, they can claim redundancy payment and other entitlements. In most circumstances, the bulk of the money gained from the selling off will go to the creditors, who will want the highest return possible.

Compulsory Liquidation – Where a CVL is a voluntary procedure chosen by a director or insolvency practitioner to liquidate the company, Compulsory Liquidation is forced on the company when a creditor applies for a winding-up petition. The company’s bank accounts are frozen, the closure would be instant, and the directors will have no control over what happens next.

Whatever procedure the company is going through, you should keep your staff informed of their intricacies and potential impacts. Doing so will clear up some confusion and help them decide what to do next.

Avoid overpromising

While it may be tempting to offer reassurance to concerned employees, you should temper what you say to restore confidence. It would help if you always kept your employees informed as to what they’re legally entitled to. What you should avoid is providing false hope of recovery, promise them job security, or additional benefits you wish you could, but might not physically be able to provide for them. Though employees may react badly to negative news, most of them would rather be prepared for the worst-case scenario than be caught off guard while expecting everything to sort itself out.

Make sensible savings

A benefit of applying for a CVA, is directors retain some control of the business and any potential cost-cutting. While it’s still not a pleasant job deciding which employees need laying off or which departments need disbanding, and you’ll have to remain as objective as possible, you’ll at least have control over the process.

While admitting that your company can’t pay its debts isn’t a pleasant prospect in any sense, it’s your responsibility as a director to act in the company’s best interests. Your employees will look to you, or the HR department for answers, and not deciding on the process best for your business could result in more damaging consequences.


When a company becomes insolvent, you can help minimise your staff’s anxieties by keeping them well informed as to what the company is going through, and how the directors intend to rectify the situation. You should also remind them of their rights if they’re made redundant and what payments to which they’re entitled. When deciding which departments and staff you can afford to keep in the most difficult times, remain objective and keep the business’ best interest at the forefront of your decisions.

People Insight Study Reveals the Key to Employee Retention


London, UK] [December 2019]— Employee survey and HR consultancy providers, People Insight, have carried out extensive research to answer the pressing question — what is the key to employee retention? Why do some employees stick with organisations while others jump ship?

Armed with data from their extensive employee survey database, People Insight carried out a statistical analysis and found that as well as career development and interesting work, the number one reason employees stay at companies relates to company purpose.

The research was prompted by the fact that employee retention is a pressing concern for most businesses, especially in light of record low unemployment rates and the war for talent raging.

Our employee research has long demonstrated the importance of a role that’s interesting and challenging, with opportunities for career development as critical to employee engagement. However, by looking at intention to stay as a statistical endpoint, we’ve found that company purpose nudges ahead as a key driver. This provides critical evidence for our colleagues as we drive for our organisations to become more purpose-led .”
— Carolyn Nevitte, Director, People Insight

People Insight have released a free online resource detailing the results of this study. The report also includes insights and quotes from a number of CEOs, MDs and business founders, along with a YouGov survey that explores how engaged and motivated today’s workforce are with their company purpose.

What Does the Employee Retention Report Explore?

The report explores the following:

● Why employees are so motivated by company purpose
● Strong examples of company purpose
● Case studies of how modern organisations are trying to retain employees
● A YouGov survey exploring how meaningful modern employees believe their company’s purpose to be (including generational and gender divides)
● How companies can get employees excited about company purpose

Read More about the Report’s Findings

To read the report in its entirety, please download a free copy at the People Insight website below:

Study reveals the secret to staff retention

About People Insight

At People Insight, our purpose is to make the world a more engaging place to work, one organisation at a time. Organisation leaders trust us to design and deliver tailored programmes that improve the experience, performance and retention of tens of thousands of employees across the public, private and not for profit sectors. The success of our programmes is powered by expert organisational psychologists, supportive project managers and sophisticated survey technology.



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