Build a highly engaged workforcewith AI powered Employee Engagement surveys and chatbots
Best suited for organizations with 500+ employees

With 93% accurate attribution, it prioritizes high-impact areas and provides insights for targeted action at organizational and managerial levels.

Teams using PeopleCues have seen up to 15% higher engagement and 30% boost in action planning

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Co-created with 500+ People-Centric Organizations Globally

Customer Reviews

If you request feedback, you will receive feedback. If you request anonymous feedback, you will receive accurate feedback. I can confidently state that from our Bangalore headquarters, I have clear visibility into the pulse of our 2,200 employees across multiple locations.

Srikanth Iyer

Co-Founder & CEO

We knew engagement was slipping, but we needed a structured approach. With PeopleCues, we created a system that actually worked, and it showed in our numbers.

Shreyashi Mohanty

Human Resources Business Partner

The AI Deep Dive feature transformed quantitative employee scores into actionable qualitative insights, enabling data-driven action planning. That was one distinctive feature we leveraged to address the problem faster.

Ahmad Muneeb

Senior Director - HR COE

Throughout the multiple engagement surveys we've done in PeopleCues, we've seen scores on all three metrics go tremendously high: awareness of goals, frequent one-on-ones with managers, and meritocracy in the process.

Prateek Khatkar

Head of Performance and HR systems

Ready to get insights that can lead to high engagement?

Don’t let outdated surveys hold your HR teams back. Experience why enterprise HR leaders choose PeopleCues as their trusted employee engagement partner.

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Clearing the cloud (FAQs)

From getting started to advanced features. Find quick answers to help you make the most of our platform.

What is PeopleCues ?

PeopleCues is a holistic employee experience platform that seamlessly integrates goals tracking, performance management and employee engagement. PeopleCues helps organisations foster a culture that empowers employees and teams to be their best from anywhere.

What is Employee Net Promoter Score (eNPS)? How do companies leverage eNPS with PeopleCues?

eNPS is a scoring system to measure employee satisfaction and loyalty within organizations. It is based on the Net Promoter Score system from Bain & Company, Satmetrix Systems, Inc., and Fred Reichheld, that gauges customer loyalty. PeopleCues provides the eNPS of an organization, benchmarks key positive and negative factors of eNPS, and provides recommendations for the needle movement of eNPS. It also has an organization health heat map that tells you exactly where to focus. PeopleCues provides the eNPS of an org, benchmark, key positive and negative factors of eNPS, other factors, and the recommendations for the needle movement of eNPS. It also has an org health heat map that tells you exactly where to focus.

How is PeopleCues different from other performance management tools?

Unlike others, PeopleCues helps you unlock synergies by connecting OKRs, performance management and employee engagement and opening up new opportunities in creating a people-first purpose-driven organisation

What is talent calibration in performance reviews?

PeopleCues can help key stakeholders gather performance inputs across the organisation, compare and check for biases/anomalies at the individual/team level and calibrate in real-time to take corrective actions. This also helps in setting the context for discussion between individuals and reporting higher-ups to plan for individual development initiatives.

How does 360 feedback link to performance reviews?

Multidimensional feedback from multiple sources helps organisations develop a holistic measure of performance with a focus on fairness.

What do top quartile managers with the highest Manager Recommendation Score (MRX) do differently?

The top three traits that managers with high MRX have in common are: Top quartile managers do regular one-on-ones, have a priority for ‘care for team’ philosophy and act fairly. Conduct frequent manager barometer with the MRX assessment. Have fortnightly one-on-ones with a ten minute reserved template for ‘Start. Stop. Continue.’

How are OKRs different from other goal-setting frameworks?

Unlike other goal-setting frameworks, OKRs are aspirational and forward-looking. They are planned quarterly versus annually, organization hierarchy agnostic, focussed on inputs (the how’s), bi-directional (top-down and bottom-up), highly flexible and iterative - all conducive to aspirations of hyper-growth organizations!

Why should OKRs flow into performance management?

OKRs need to be integrated into the flow of work in everyday moments and eventually performance check-ins so that they continuously guide individual’s to-dos and are fairly assessed during reviews

Can I opt for standalone modules like OKRs, Performance management or Employee engagement in PeopleCues?

Yes, you can opt for individual modules, but an integrated offering will truly help you unlock the potential of people insights and leverage synergies.