CHRO/HRD asks: How to measure change in Empatyzer without employee evaluations?

Start with a baseline and repeatable measurement points: short mini-tests and cyclical usage metrics so you can compare the same indicator over time. Focus on aggregated cohorts (team, division, people working on the same process) and chart weekly or monthly trends rather than isolated spikes. Key metrics include active users in a period, percentage of microlesson completions, number of returning assistant sessions, response speed and time-to-first-help, and the count of escalations to HR. For business impact use aggregated proxies: percent change in HR cases, average onboarding time, 90-day retention and shifts in team satisfaction scores. Apply minimum aggregation thresholds (for example groups of 5-10 people) to protect privacy and prevent singling out individuals. Add short pulse surveys or control questions tied to usage to capture qualitative signals without identifying people. Use adoption windows for quick validation: usage adoption often appears within 7-30 days while measurable cultural shifts take 6-12 months. A/B comparisons between units or pilots can reveal which microlearning and nudges drive behavior change. Crucial: avoid person-level KPIs; present reports as signals for HR and leaders to act on. Show only averaged trends, distributions and percentage changes, not raw scores, and document methodology to reduce misuse concerns.

Measure with repeatable mini-tests and usage metrics, analyze aggregated trends and business proxies, keep data anonymous and never set individual KPIs.