Track What Employees Raise Through to a Recorded Outcome
Engagement and employee relations software is the GullyHR module that runs engagement and pulse surveys, records employee feedback and recognition, and carries grievances and disciplinary matters through dated stages to a recorded outcome. Records sit against the employee under restricted access, and management can see what is open, overdue and closed without opening files.
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Share your requirementsEngagement and Employee Relations Software in brief
Engagement and employee relations software is the GullyHR module that runs engagement and pulse surveys, records employee feedback and recognition, and logs grievances and disciplinary matters with the stages, owners and outcome kept on file. It replaces a one-off survey link and undocumented handling of workplace concerns with a record of what was raised, who dealt with it and what was decided.
- GullyHR is an HR consulting, HR services, training and software company based in Bengaluru, working with Indian startups and small and medium businesses.
- It covers engagement and pulse surveys, employee feedback, rewards and recognition, grievance intake and tracking, disciplinary records and resolution tracking.
- Grievance and disciplinary records are held under restricted access, visible only to the roles you nominate and not to general HR access.
- Survey themes, grievance categories, escalation stages and access rules are agreed with you before anything is configured.
- On POSH, disciplinary enquiries and statutory questions, GullyHR provides assessment, framework and process support and coordinates qualified professionals. It is not a legal practice and gives no legal opinion.
The starting point
Can You Show How a Past Case Was Handled?
Employee matters are the records that matter most when they are questioned, and often the ones least well kept. A concern is raised verbally, a case is closed by email and nobody can later say who decided what or on what date.
We configure the intake, the stages and the access, so a case leaves a trail whoever raised it.
You may be experiencing:
- A survey that went out once, with results in a spreadsheet and employees never told what changed.
- A concern raised verbally to a manager who has since left, with nothing on file if it returns.
- A grievance dealt with, but nobody able to say who decided what or when it was closed.
- A suspicion that one team's attrition is about its manager, and nothing structured enough to confirm it.
- The paperwork for a disciplinary matter being a single email chain that only one person can find.
- Recognition given in a chat group that has vanished by the time of the appraisal.
- Two similar cases handled differently, with no record of why.
- Survey results that nobody outside HR has seen, so employees conclude that answering made no difference.
- A grievance that has to go through the manager the employee is complaining about.
- A case that stalled, with the first person to notice being the employee who raised it.
- Disciplinary documents saved on one manager's laptop, with nothing on the employee file.
What we can help with
What the Module Does
Engagement Surveys
Company-wide surveys on themes such as management and workload, repeatable each cycle and comparable by team or location with the previous round.
Pulse Checks
Brief, frequent surveys on a single question, run often enough to show a trend between the larger surveys.
Open Feedback Channel
A way for an employee to raise something between survey rounds, so feedback outside a survey still reaches somebody.
Recognition Records
Recognition recorded against the employee, so it is still there at appraisal time.
Grievance Intake
A structured way to raise a grievance that does not depend on who is approached, with one intake point.
Dated Stages
Each case moving through the stages your procedure defines, with a date and an owner at each.
Disciplinary Records
Disciplinary paperwork from a first notice to an enquiry outcome held on the employee file, under restricted access.
Open, Overdue and Closed View
A standing view across grievances and disciplinary matters, so what is open, overdue and closed is visible without opening files.
The scope
What the Module Covers
Each item below is something a person does in the module, from answering a survey to closing a case. The procedure you follow is yours, and the module is configured to it.
Engagement Surveys
Run company-wide surveys on themes such as management, workload, growth or communication to a schedule you set, and repeat them each cycle.
Survey Results by Team and Location
Read results by team or location and compare them with the previous round, instead of reading one company average.
Pulse Checks
Run a brief survey on a single question between the larger surveys, often enough to show a trend.
Anonymous or Identified Responses
Choose per survey whether responses are anonymous, matched to what you have told employees.
Open Feedback Channel
Let an employee raise something between survey rounds, routed to the person responsible for acting on it.
Recognition Records
Record recognition against the employee, so it is still there at appraisal time instead of having scrolled away in a chat group.
Grievance Intake
Give employees one structured way to raise a grievance that does not depend on who they approach, including a route that does not run through their own manager.
Dated Stages and Owners
Move each case through the stages your procedure defines, with an owner, a date and an outcome recorded at each.
Disciplinary Records
Hold disciplinary paperwork from a first notice to an enquiry outcome on the employee file, under restricted access.
Restricted Access to Sensitive Records
Name exactly who may see grievance and disciplinary records, held apart from general HR access.
Open, Overdue and Closed View
See which grievances and disciplinary matters are open, overdue and closed without opening individual files.
Working together
Ways to Work With Us
Demonstration and Scoping
A walkthrough against your current survey, grievance and disciplinary practice, then an agreed scope for stages, access and reports.
Configuration and Rollout
Surveys, the case workflow and the access list are configured and tested on a sample case before live use.
Ongoing Support
Support for new survey themes, changed procedures and changes to who may see what.
GullyHR does not investigate grievances or give legal opinions. The module records the case; the enquiry, the findings and the decision remain yours.
The deliverables
What You Receive
Depending on the scope, you receive:
- Configured survey and pulse formats.
- A feedback channel and a recognition record.
- A grievance workflow with your defined stages, owners and dates.
- A disciplinary record structure from notice to outcome.
- Access restricted to the roles you nominate, agreed name by name.
- A standing open, overdue and closed view for management.
- Training for HR administrators and the people handling cases.
- A post go-live review with agreed adjustments.
- A named access list for employee relations records, agreed name by name and recorded.
- Closure requirements for each case type, so a matter is closed with a recorded outcome.
- A decision, per survey, on whether responses are anonymous and who results are shared with.
Step by step
From Scattered Records to a Case Trail
Confirm the Procedure
We configure your grievance and disciplinary procedure as you have defined it. Where it is not written, procedure design comes first, since a system cannot invent stages.
Decide Who May See What
Employee relations records are held under access separate from general HR access, and the list is agreed name by name during configuration.
Configure Surveys
Survey themes, pulse questions and whether responses are anonymous are set per survey, with the choice matched to what you have told employees.
Configure the Case Workflow
Stages, owners, dates and the documents each stage holds are set up and tested on a sample case.
Train and Review
The people handling cases are trained, and we review how the first cases ran and adjust. Where set-up support is included in your engagement, we also test the case workflow on a sample matter before it is used live.
The difference
What a Recorded Case Gives You
A configured module helps you:
We do not promise outcomes. We record a baseline before work starts, covering how many matters are open, how long they take and what record past cases left, and report against it, so you can see what changed and what did not.
- Read survey results by team or location and compare them with the last round.
- Give a grievance a defined intake point, a tracked status and a recorded outcome, whoever it was first raised with.
- Keep disciplinary records in one place under restricted access rather than in scattered emails.
- See what is open, overdue and closed without asking HR to go through files.
- Keep recognition given during the year on record for the appraisal conversation.
- Compare two similar cases, because both left the same kind of trail.
- Run the same survey again and compare team by team with the last round.
- Notice a stalled case on a standing view instead of through the employee who raised it.
- Give a grievance an intake route that does not depend on the employee's own manager.
- Find a past case's stages, dates and outcome on file when it is questioned.
Find your fit
Who the Module Is For
Businesses Running One-Off Surveys
Companies where a survey happened once and nothing followed.
Companies With Informal Case Handling
Businesses where grievances and disciplinary matters live in email chains.
Businesses Investigating Attrition
Companies that suspect a manager-level cause and have nothing structured to confirm it.
Multi-Location Employers
Companies where matters are handled differently at each site.
Businesses After a Bad Case
Companies that want the next matter to leave a proper record.
Companies Already on GullyHR
Businesses that want these records on the same employee file.
HR Teams Handling Cases by Email
Teams whose grievance and disciplinary matters live in email chains that only one person can find.
Owners Who Want Surveys to Lead Somewhere
Founders who ran a survey once and want a repeatable cycle with results they can read by team.
Good to know
How It Fits Your Workflow
Day to day, by role
- Employees answer surveys and pulse checks, raise feedback between rounds and raise a grievance through the intake route.
- Managers receive feedback routed to them and see recognition recorded against their team.
- The people you nominate to handle cases move each matter through its stages and record the outcome.
- Management reads survey results by team or location and the open, overdue and closed view.
Across the year
- A larger survey runs on the schedule you set, with brief pulse checks between rounds.
- Recognition recorded during the year is available at appraisal time.
- Each grievance and disciplinary matter keeps a trail of stages, owners, dates and outcome.
- We recommend publishing back to employees what you decide to do about results, since that is what makes the next survey worth answering.
The module makes engagement a cycle rather than a one-off.
Good to know
What You Can Track
What the module reports
- Survey results by team or location, compared with the previous round.
- Pulse results over time on a single question.
- Grievances and disciplinary matters that are open, overdue and closed.
- Recognition recorded against each employee.
What it leaves to you
The module shows results. What to act on, what to explain and what to leave is a management decision. We record a baseline before work starts covering how many matters are open, how long they take and what record past cases left, and report against it.
Good to know
What It Is and Is Not
What it is
- The GullyHR module for surveys, feedback, recognition, grievance intake and tracking, and disciplinary records.
- A system that records and routes a case to the procedure you define.
- Part of the same employee record used elsewhere in the platform.
What it is not
- It does not investigate grievances. The enquiry, the findings and the decision remain yours.
- It does not weigh evidence or decide an outcome.
- It does not give a legal view. GullyHR is not a legal practice, and statutory matters run through the framework and the qualified professionals your procedure requires.
- It cannot invent a procedure. Where yours is not written, procedure design comes first.
- It is separate from consulting. Survey design can be supported through engagement process consulting where you want it.
Good to know
Getting Started
What you bring
- The survey themes you want to track, how often, whether responses are identified and who results are shared with.
- Your grievance and disciplinary procedure, or the procedure you intend to adopt, with its escalation levels and responsible roles.
- The names of the people who may see sensitive records.
- Any usable historical records. A matter that exists only as scattered emails or an account of a conversation cannot be reconstructed honestly.
What we do with it
We configure survey templates, the intake route, stages, owners and closure requirements to your procedure. Where implementation support is included in your engagement, that covers testing on a sample case, training for HR administrators and the people handling cases, and a review of the first cases.
Good to know
Access and Data
Restricted by name
Employee relations records are held under access separate from general HR access, because the people who administer payroll are not always the people who should read a live grievance. The list is agreed name by name during configuration, and you review it as roles change.
Anonymity in surveys
Whether responses are anonymous is set per survey. Decide it deliberately and match it to what you have told employees, because an anonymous survey cannot later be broken down to an individual.
Good to know
Frequently asked questions
Engagement and pulse surveys, an open feedback channel, recognition records, grievance intake and stages, and disciplinary records, with a standing view of what is open, overdue and closed.
Only the roles you nominate. Employee relations records are held under access separate from general HR access to the platform, and that list is agreed name by name during configuration.
That is your choice, set per survey. Anonymity is configured to match what you have told employees, and it is worth deciding deliberately, because an anonymous survey cannot later be broken down to an individual.
No. GullyHR provides assessment, framework and process support and coordinates qualified professionals where required. The enquiry, the findings and the decision remain yours. GullyHR is not a legal practice and gives no legal opinion.
A complaint can be routed to a restricted route held apart from the ordinary queue. The constitution of any committee and its formal obligations are matters for a qualified professional, and the module records what you decide.
Yes. Survey themes, pulse questions and reporting cuts are configured to the ones you choose, and survey design can be supported through engagement process consulting where wanted.
No. It shows results by team and location against the last round. What to act on, what to explain and what to leave is a management decision, and we recommend publishing commitments back to employees.
Records sit against the same employee record used elsewhere in the platform, so core employee management is normally configured alongside it. Other modules can be added later, and the proposal states which are included so you only take what you are ready to use.
After a demonstration against your current practice. The proposal sets out the surveys, stages, access list and reports included, and is agreed in writing before configuration starts.
Yes, if you configure it that way, and most businesses do. The intake route is set to your procedure, and an alternative route matters precisely when the manager is the subject of the complaint.
Where a usable record exists, yes. Where a matter only exists as scattered emails or an account of a conversation, it cannot be reconstructed honestly and is better documented going forward.
It depends on what has already happened. If a matter was handled informally and you were uncomfortable about it, the record is worth having before the next one. Configuration can scale down to a short procedure with two stages.
Yes. Recognition is recorded against the employee, so it can be read during an appraisal or a retention conversation instead of being lost in a chat group.
You do. GullyHR provides the system, the workflow and process support, and coordinates qualified professionals where required, but it is not a party to the case. The enquiry, findings and decision are yours.
Yes. Surveys are repeatable each cycle and comparable with the previous round, and brief pulse checks can run between the larger surveys.
Yes. A standing view shows what is open, overdue and closed across grievances and disciplinary matters, without anyone opening files.
Give Every Concern an Owner and a Closing Date
Configure the intake, the stages and the access, and keep what employees raise on a record that stands up later.
Prefer to talk first? Call +91 80958 58589 or write to hello@gullyhr.com.
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