CEO asks: How to introduce Empatyzer without it feeling like control

At the start, say clearly that Empatyzer is a voluntary development perk, not a monitoring or evaluation system. Emphasize privacy: managers and HR do not receive raw scores or chat transcripts. The only information visible to the company are anonymized aggregates and trends at team or department level. Explain that product safeguards and contractual terms limit visibility, that accounts can be deleted on request, and that keeping data in the EU reduces compliance risk. Note that not using SSO and not integrating with HRIS are deliberate choices to lower the chance of surveillance. Reassure people that chat contents remain private within the system and are not shared with supervisors or HR. Give a simple example: "It helps you prepare a difficult conversation by suggesting phrasing and steps, but it does not replace HR decisions." Recommend a short, upbeat launch message presenting Empatyzer as a gift and explaining personal value rather than issuing a mandate. Set privacy-friendly default settings, offer an opt-out for those who prefer invisibility, and make support available; consider a pilot test to build trust.

Be brief, transparent and privacy-focused — present Empatyzer as a development gift with built-in limits and only collective visibility.