CHRO/HRD asks: What should employees get before launching Empatyzer?

Employees should receive a brief, clear announcement explaining what Empatyzer is and why the company offers it as a voluntary support benefit for everyday communication. The message should list concrete benefits — a personalized diagnosis of talents and motivators, contextual tips comparing their profile with the team, short micro-lessons to build habits, and access to the Em assistant for immediate support. It must also state the boundaries of use: Empatyzer is not a tool for annual reviews, recruitment or therapy and will not be used to hold employees to account. Explain privacy rules: individual conversations are not visible to HR or managers; the company only sees aggregated reports and trends. Describe visibility settings and the option to hide or delete an account and the effect of removal (disappearance from statistics). Confirm participation is voluntary and that lack of SSO or HRIS integration does not mean control - Empatyzer is an external, legally and technically protected benefit. Include estimated onboarding time and minimal requirements: a short informational email, possible IT whitelisting and a few minutes for user registration. Give examples of use cases: preparing difficult conversations, corrective feedback, conflict de-escalation, onboarding or first-time manager support. Note that micro-lessons begin after a few days and that the tool is designed to run for a year to generate meaningful change; content is personalized to context. Finish with a short 2-3 step instruction and contact details for help and the HR project administrator, and an invitation like "log in and view your diagnosis" emphasizing immediate value and no obligation to continue.

Give employees a concise, practical briefing on purpose, benefits, privacy and a simple 2-3 step start — that builds trust and boosts adoption.