Insights for HR & ESG
See patterns, get a grip on culture. Be-Inc Insights shows how teams communicate with each other and how that changes. Based on everyday work in Microsoft 365, not an annual survey. Always per team, never per person.
Insights754
Coaching suggestions
+12% vs last quarter
73%
Suggestions embraced
+3 pts
6
Teams above threshold
Minimum 10 per team
Clarity
Most room to grow
69% embraced
Communication that makes intent, timing and expectations unmistakable, so recipients can act.
ExampleCan you pick this up soon?
SuggestionCan you pick this up before [date]?
Click a theme for an example. Managers never see the messages themselves.
Teams × pillars
Q3 '26
| Team | Brand | Clarity | Tone | Inclusion |
|---|---|---|---|---|
| Sales | ||||
| Customer service | ||||
| HR | ||||
| Engineering | ||||
| Finance | ||||
| Marketing | ||||
| Legal | Below group threshold | |||
Conversation starter for the team meeting
All teams · priority: Clarity, theme defined scope
“Which request this week could have been clear first time? What was missing: a date, an owner or the scope?”
Included in the team report every quarter, with the three priorities of that moment.
Insight into, and grip on, communication and content.
HR gets a clearer view of culture, risk assessments and talent retention. ESG uses it to support EcoVadis, tenders and ESRS S1. Per team, every quarter, on brand, clarity, tone and inclusion.
An employee survey tells you what people say they experience. An exit interview tells you why someone has already left. In between, the real work happens: thousands of messages a day, in which collaboration grows or gets stuck.
| Without Be-Inc Insights | With Be-Inc Insights |
|---|---|
| Without Be-Inc InsightsAn annual snapshot | With Be-Inc InsightsA continuous signal from everyday work |
| Without Be-Inc InsightsWhat people say they experience | With Be-Inc InsightsHow teams actually communicate with each other |
| Without Be-Inc InsightsSeparate sources: engagement survey, exit interview, reporting desk | With Be-Inc InsightsOne picture per team, alongside your existing measurements |
| Without Be-Inc InsightsSignals only visible once someone leaves | With Be-Inc InsightsSee where the tone shifts, months earlier |
| Without Be-Inc InsightsPolicy on paper for EcoVadis and tenders | With Be-Inc InsightsDemonstrable practice, every quarter |
| Without Be-Inc InsightsA report that informs | With Be-Inc InsightsCoaching that follows straight away, in Outlook, Teams, Word and PowerPoint |
From photo to film
A survey is a photo: one moment, once a year. Be-Inc Insights is the film: how teams communicate with each other, day in, day out. Next to the three common ways of measuring, it looks like this.
| Employee surveysWhat people say they experience, once or a few times a year. | Collaboration analyticsHow much and with whom people email and meet. | Content monitoringWhether published texts meet the style guide and rules. | Be-Inc InsightsHow teams write every day: brand, clarity, tone and inclusion, per team. | |
|---|---|---|---|---|
| Measures continuously, not once a year | Partly | Yes | Yes | Yes |
| Looks at how messages are written | No | No | Partly | Yes |
| Covers internal, everyday work | No | Yes | No | Yes |
| Coaches employees in the moment | No | No | Partly | Yes |
| Gives each team a concrete next step | Partly | Partly | No | Yes |
Be-Inc Insights does not replace your employee survey, it complements it: the survey shows what people experience, Be-Inc shows what happens in everyday writing.
Employees get suggestions in Outlook, Teams, Word and PowerPoint. They decide what to do with them.
Signals are combined per team, with a minimum of 10 people. No messages or names.
Trends per pillar and per team, with three priorities and a conversation starter for managers.
Deploy training or policy where it's needed, and see the next quarter what it delivers.
Be-Inc summarises patterns into clear themes: where respect is under pressure, where instructions allow two readings, where people do not feel addressed. You don’t see a hundred data points, but what needs attention now.
Insight without action changes nothing. That is why every pattern is followed by coaching in the moment, in the tools your people already use. Measure, coach, measure again.
Per team, a short summary with trends and a conversation starter for the team meeting. Not a dashboard to decipher, but a concrete next step.
See at team level where collaboration gets difficult, before it turns into absence or turnover. Never per person, so it opens a conversation instead of a file.
The Dutch Working Conditions Act requires demonstrable prevention of undesirable behaviour and discrimination. A quarterly trend per team shows that your policy works in practice.
EcoVadis asks about policy, actions and results on discrimination and harassment. Be-Inc supports the actions and shows the trend in practice.
Buyers ask for a demonstrably safe and inclusive workplace. With Be-Inc Insights you back that up with data, not intentions.
Do you report on your own workforce, or does your client do so about you? Then you have qualitative support every quarter.
FAQ
Question not here? Just email us at info@be-inc.ai.
Usually with an employee survey: once a year, based on self-reporting. Be-Inc measures it continuously, based on how teams communicate with each other in everyday work, aggregated per team. It complements your existing measurements.
Partly. A survey measures how people experience safety; Be-Inc measures the behaviour that makes or breaks safety, such as respectful feedback and clear instructions. Together they give the most complete picture.
No. Managers and HR only see trends per team of at least 10 people. No messages, no names, no individual scores.
An employee survey is a snapshot of what people experience. Be-Inc Insights is a continuous signal of how teams communicate, with coaching that follows straight away. One does not replace the other.
Content monitoring checks published texts against a style guide. Be-Inc coaches and measures the everyday conversation between people: the email to a colleague, the message in Teams, the update to the board.
EcoVadis asks about policy, actions and results on discrimination and harassment. Be-Inc delivers quarterly support for a concrete action and the trend per team. Figures on training and turnover come from your own HR system.
From around 50 employees, so teams are large enough for anonymous insights.
Be-Inc is designed to make consent easy: no individual scores, EU hosting and a DPIA you can share with the works council.
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