Capture Employee Feedback and Track Workplace Concerns
Engagement surveys done on paper or a free form tool rarely get reviewed, and a concern raised informally to a manager often goes nowhere. GullyHR's engagement and employee relations module runs pulse and engagement surveys, captures feedback, and tracks grievances and disciplinary matters through to resolution, on record, inside the same system that holds employee data.
What is engagement and employee relations software?
GullyHR's engagement and employee relations software is the module that runs engagement and pulse surveys, records employee feedback and recognition, and logs grievances and disciplinary matters with a resolution trail. It replaces one-off survey tools and informal, undocumented handling of workplace concerns with a single record that shows what was raised, by whom, and what happened next.
When businesses ask us for this
- An engagement survey was run once, in a generic form tool, and nobody circulated what the results meant or what changed.
- An employee raised a concern to their manager verbally, and there is no record of it anywhere if it resurfaces later.
- A grievance was handled, but nobody can now say what was decided, by whom, or when it was closed.
- Pulse feedback happens informally in corridor conversations, and patterns across teams are never actually visible to management.
- A disciplinary matter's paperwork exists as a single email that only one manager can find.
- You suspect attrition is linked to a specific manager or team, but you have no structured feedback to confirm or rule it out.
- Recognition is given verbally or in a chat group, with no record that feeds into performance or retention conversations.
- HR cannot report to management how many grievances were raised, resolved or still open, without manually checking files.
What the work covers
The engagement and employee relations module manages engagement and pulse surveys, employee feedback, recognition, and grievance and disciplinary records inside the GullyHR platform. You provide the survey questions or themes you want to track, your existing grievance and disciplinary procedure, the escalation levels, and who should have access to sensitive records. GullyHR configures survey templates and schedules, the grievance intake and escalation workflow, and role-based access that restricts sensitive matters to the people you nominate. It is typically delivered as part of a wider platform configuration and is built around the escalation and resolution process you already follow or are putting in place, rather than a generic form.
Engagement surveys
Structured, company-wide surveys on themes such as management, growth, workload or communication, run on a schedule you set rather than a one-off exercise.
Pulse surveys
Short, frequent surveys on a narrower question, run often enough to catch a shift in sentiment between the larger annual or half-yearly surveys.
Employee feedback
An open channel for employees to raise feedback outside a formal survey, routed to the person or team responsible for acting on it.
Rewards and recognition
A record of recognition given to employees, so appreciation is visible beyond the moment it was given and can inform performance and retention conversations.
Grievance reporting
A structured way for an employee to raise a grievance, with the intake going to a defined role rather than depending on who happens to be approached.
Grievance tracking
Each grievance is tracked through its stages to closure, with dates, the person responsible at each stage and the outcome on record.
Disciplinary records
Disciplinary matters, from a first notice to an enquiry outcome, are recorded against the employee's file with restricted access.
Resolution tracking
A standing view of what is open, what is overdue and what has been closed, across both grievances and disciplinary matters.
How it runs
Process and escalation review
We review your current or intended survey approach and grievance and disciplinary procedure, including escalation stages and who is involved at each.
Survey template configuration
Engagement and pulse survey templates, themes and schedules are configured to match what you want to track and how often.
Grievance workflow configuration
The grievance intake, escalation stages, responsible roles and closure requirements are set up to mirror your procedure.
Access and permission setup
Access to sensitive grievance and disciplinary records is restricted to the roles you nominate, separate from general HR access.
Historical data migration
Where usable records of past grievances or disciplinary matters exist, they are loaded in so the history is not lost.
User training
HR administrators and any nominated managers are trained on running surveys, handling intake, tracking cases and reading reports.
Go-live
Surveys and the grievance and disciplinary workflow go live for the agreed group or the full company.
Adoption review
After the first survey cycle and any live cases, the configuration and access rules are reviewed and adjusted.
What you receive
- Configured engagement and pulse survey templates and schedule.
- A configured grievance intake and escalation workflow matching your procedure.
- Configured disciplinary record-keeping with restricted access.
- Migrated historical grievance or disciplinary records, where usable records exist.
- Role-based access rules for sensitive employee relations records.
- A training session for HR administrators and nominated managers.
- A resolution-tracking report agreed with management.
- A post go-live review meeting.
Who it is for
- Companies running engagement surveys, if at all, through a generic form tool with no link back to the employee record.
- Businesses that have had a grievance or disciplinary matter handled informally and want a documented, consistent process going forward.
- Multi-location or multi-team businesses that need engagement data broken down by team or location to see where problems concentrate.
- Companies preparing for growth in headcount who want a structured way to raise and track workplace concerns before informal handling breaks down.
- Businesses that need sensitive grievance and disciplinary records restricted to specific roles rather than visible to the wider HR team.
- Companies already using GullyHR for employee records and performance who want engagement and employee relations in the same system.
Why GullyHR.
Because GullyHR also designs grievance, disciplinary and engagement processes as part of its consulting work, this module is configured to hold a procedure that has actually been thought through, not a generic survey and ticket form. Sensitive matters stay restricted by role inside a system your team already uses for employee records, so employee relations records do not end up in a separate tool with its own access problem to manage.
What changes
- Engagement and pulse survey results are captured and can be reviewed by team or location instead of sitting in a one-off report.
- A grievance has a defined intake point, a tracked status and a recorded outcome, instead of depending on who it was raised to.
- Disciplinary records exist in one place with access restricted to the roles who need it, rather than in scattered emails.
- Management can see how many matters are open, overdue or resolved from a standing view rather than a manual check.
- Recognition given to employees is on record and can inform performance and retention discussions.
Who does what
| Activity | GullyHR | Your team |
|---|---|---|
| Defining survey themes and schedule | Configures survey templates, question sets and the running schedule. | Confirms the themes, frequency and who the results should be shared with. |
| Defining the grievance and disciplinary procedure | Configures the intake, escalation stages and closure requirements to match the agreed procedure. | Confirms or approves the procedure, escalation levels and responsible roles, involving legal or statutory advice where needed. |
| Setting access to sensitive records | Configures role-based access so grievance and disciplinary records are restricted correctly. | Confirms exactly who should have access to sensitive matters. |
| Migrating historical records | Loads existing grievance or disciplinary records into the platform where a usable record exists. | Provides existing records in a usable form, where they exist. |
| Statutory, POSH and legal matters | Configures the workflow to support the process and coordinates qualified professionals where required. | Takes the final legal position with its own advisers; GullyHR is not a legal practice. |
Where the software fits
The module records surveys, feedback, recognition, grievances and disciplinary matters against the same employee record used elsewhere in the GullyHR platform, so a case is never a separate file to cross-reference. Grievance and disciplinary access is controlled by role, restricting sensitive records to the people you nominate rather than to everyone with general HR access. Survey results and case status roll up into standing reports so management can see patterns and outstanding matters without a manual review of individual cases.
Ways to engage us
- Demo and configuration
- A demonstration of survey and grievance workflows, followed by configuration to your survey themes and escalation procedure.
- Phased rollout
- Surveys or the grievance workflow can be introduced separately, or together, depending on what your business needs first.
- Ongoing support
- Continued support for new survey rounds, procedure changes and access reviews after go-live.
Questions we are asked
It manages engagement and pulse surveys, employee feedback, rewards and recognition, grievance reporting and tracking, and disciplinary records with resolution tracking.
Yes. Survey schedules, grievance escalation levels and access rules are configured to your size and number of locations, whether that is a single office or several sites reporting into one HR function.
Where a usable existing record exists, it can be loaded into the module during setup. Records that only exist as scattered emails or verbal accounts cannot be reconstructed and should be documented going forward instead.
It sits inside the GullyHR platform alongside employee records and performance, drawing on the same employee data. Connection to a system outside the GullyHR platform is assessed on request rather than assumed.
Implementation covers survey and grievance workflow configuration, access setup, any historical data migration, and training for HR administrators and nominated managers, followed by a review after go-live.
Access is restricted by role to the people you nominate for sensitive matters, separate from general HR platform access.
Survey configuration, including whether responses are identified or anonymous, is agreed with you and set up to match your intended approach.
The module can record and track a POSH, Prevention of Sexual Harassment, complaint through its stages, but the enquiry itself is conducted through the framework and qualified professionals your process requires, not by the software.
The intake route is configured to your procedure. Many businesses set up a route that does not depend solely on the employee's own manager, for exactly this reason.
Pricing depends on the number of employees, locations and whether the module is implemented alongside others. It is set out in a proposal after a demonstration and a review of your current or intended procedure.
Usage after the first survey round and any live cases is reviewed, and the workflow or access configuration is adjusted where needed.
Recognition records sit against the employee record alongside performance data, so they can be referred to during a review, though they do not automatically alter a rating.
Prefer to talk first? +91 80958 58589 · hello@gullyhr.com