Arti reads your pulse results and builds every manager a plan for what their team needs most: working sessions, coaching, role plays and a team session they lead themselves. You see what moved within the quarter, not at next year’s survey.
Arti
Recognition is your team’s lowest score. Here’s your plan for the next two weeks:
The results come back as a giant report, sliced a dozen ways. Some scores went up, some went down, and nobody knows why. Managers are asked for action plans, task forces form, and by the time anything changes, the next survey is a year away.
When we asked HR and people leaders what happened after their last survey, 67% said they shared the results and not much changed. The loop only closes on each team, in a conversation its own manager leads, with the help to lead it well.
of employees worldwide are engaged at work, the lowest level since 2020
the fall in managers’ own engagement in a single year, the people expected to act on the survey
of the variance in a team’s engagement comes down to its manager
Same survey, two quarters. Follow one team whose lowest score was recognition. With Rising Team, its manager has an AI leadership personal trainer: Arti plans the work with them, coaches them, rehearses the hard conversation and runs the team sessions, and each step adds lift.
With Rising Team Arti reads the pulse results team by team, and builds each manager a growth plan around their team’s lowest theme: here, recognition.
Without A giant report, sliced a dozen ways. Some scores went up, some went down, and nobody knows why.
With Rising Team In a working session, Arti helps the manager draft how they’ll share the results with the team and what they’ll try, in your company’s leadership language.
Without Every manager is asked for an action plan, with no idea what to put in it.
With Rising Team In a coaching session, Arti asks what a great executive coach would ask, and the manager works out why the team feels its work goes unseen.
Without A task force forms to study the results.
With Rising Team The manager runs the Appreciation Kit in the team’s regular meeting. Everyone shares how they like to be appreciated, and Arti remembers it for every coaching conversation after.
Without An all-hands slide on what leadership heard.
With Rising Team A quick pulse on trust and connection shows how the session landed, so you see it the same week.
Without Nothing is measured until next year’s survey.
With Rising Team The manager rehearses recognizing a top performer who feels overlooked. Arti plays them, then scores the conversation on objective, clarity and empathy.
Without The conversation that would help most never happens.
With Rising Team One question added to the weekly meeting, like “What makes your day better at work?”, keeps the theme alive and teaches Arti more about the team.
Without The action plan is out of date, and nobody mentions it.
With Rising Team The team has seen its feedback turn into action all quarter, and the score has moved.
Without The same scores, from fewer people.
Every team’s results say something different. Choose the theme that came back lowest, and see the plan Arti builds to turn it around, booked straight into the manager’s calendar.
Arti
Recognition is your team’s lowest score: people feel their work goes unnoticed. Here’s your plan for the next two weeks.
Arti
Collaboration is your team’s lowest score: people don’t know how the others like to work. Here’s your plan.
Arti
People don’t feel they get to do what they’re best at. Here’s your plan.
Arti
The team is stretched thin. Decide what to stop before asking for anything new. Here’s your plan.
“Our employees are saying, ‘Wow, I feel a different kind of connection with my leader.’”
Bank of Hawai‘i gave managers across its branch and corporate teams sessions they could lead themselves, built around its leadership principles, without growing the L&D team.
DXC’s IT organization outperformed the rest of the company on all 21
engagement questions.
Read the DXC story
No, it works alongside it. Your survey tells you what each team needs. Rising Team turns that into action: a growth plan for each manager, coaching, role plays and team sessions matched to each team’s themes, and a pulse after each session to show what’s improving.
Yes. Managers can paste in or upload their team’s results, or just the areas that need the most attention, and Arti reads them, understands them and builds its recommendations into their growth plan.
Each team’s own manager, inside meetings the team already has. Every Kit comes with step-by-step guidance, so managers lead the conversation themselves, with no prep and no lift from HR, and Arti coaches them before it.
Against a control group. Rising Team measures retention, manager effectiveness, productivity and engagement for teams with and without it. Customers see a 30% rise in trust and connection scores and a 20% or greater lift in manager effectiveness within one quarter. At Bank of Hawai‘i, more than 90% of engagement dimensions improved among the people using Rising Team.
Yes. Rising Team is built on your company values, leadership frameworks, ways of giving feedback and guardrails, including topics you’d rather Arti stays away from. It’s customized to the company, to each person and to each team.
Yes. Every conversation with Arti is private. The organization sees only anonymized trends, aggregated across people, and Arti never passes what one person tells it into anyone else’s conversations: if someone tells Arti they’re struggling, that never reaches their manager.
Never. Customer data is never used to fine-tune, train or improve any AI models at Rising Team or by its third-party partners, and each AI service it works with contractually commits not to train on the data it sends them.
See how Rising Team turns your next survey into a conversation on every team, led by its own manager.
