Trickle gives your people a structured way to speak up, and your leaders the real-time insight to act. When uncertainty hits, Trickle brings alignment. When change follows, it helps you deliver it together.
Uncertainty arrives first - and while it lingers, the gap between what leaders assume and what staff actually know quietly widens. By the time change comes, that gap has already done damage: disengagement, rumour, resistance.
Trickle closes the gap early. Six purposefully designed tools give every member of staff a way to contribute during uncertainty, and give every leader the evidence to move through change with confidence - and with people alongside them.
Each feature is designed around a specific moment in the feedback journey - from raising a concern to recognising a colleague.
The engine of continuous improvement.
A Trickle is how staff raise an idea, flag a concern or start a conversation. They can post openly or anonymously, at department, location or organisation-wide level - and within a Sprint, organisation-wide means the full Sprint cohort. Each post attracts reactions and comments from colleagues, and the ones that resonate most rise to the top - making it easy for leaders to see what actually matters.
Critically, every Trickle has a lifecycle: it's raised, championed, acted upon and closed. That journey is visible to everyone, so staff can see that their voice led to something real.
Ask a question. Get an honest answer.
MoodSense lets a Champion post a single pulse question to their team - anything from "How are you feeling about the upcoming changes?" to "Was last week's all-hands useful?". Staff respond anonymously through a simple emoji scale. The question runs for a default of 7 days, and results are revealed simultaneously to everyone once it closes - including leaders. No one gets a preview.
That simultaneity matters. No one can feel singled out, and no one can second-guess how to respond based on what others have already said. The result is a dynamic that actually produces honest data instead of socially desirable responses.
A private channel for things that can't go in the feed.
Not everything belongs in a group forum. Flares give staff a way to raise sensitive matters - a safeguarding concern, a conduct issue, a personal situation affecting their work - directly and privately with a nominated Responder.
Posts can be anonymous. The conversation stays entirely private, never appearing in any feed. For organisations that need to demonstrate that safe speaking-up pathways exist - particularly in health and care settings - Flares is often the feature that matters most.
Staff tap a simple emoji at the end of their day - happy or not, and what contributed to it. Leaders see an anonymised live view of team sentiment and the top contributing factors. It turns something invisible into something you can act on.
Broadcast posts for company news, team updates and celebrating wins. Everyone sees them, everyone can react. Keeps the whole organisation connected without the noise of a general chat.
Private peer recognition - one colleague to another. Only the sender and recipient ever see it. Simple, genuine, and completely separate from any management hierarchy.
Not every Trickle gets progressed - it's up to leaders and Champions to decide what gets adopted. But for any Trickle that is progressed, it needs a Champion to own it and drive it to resolution. Champion Coverage tracks the percentage of active Trickles that have a Champion assigned - it's the platform's leading KPI and the single best predictor of engagement health.
The tools give your people a voice. These features make sure your leaders can hear it clearly - in real time, in context, and in a form they can act on.
A real-time view of everything happening across the platform - active Trickles, engagement levels, mood trends and KPI performance. Leaders can see at a glance where things stand, without waiting for a report or a meeting to surface what matters.
A dedicated view for Champions, showing what's in their queue, what's overdue and what needs attention. Automatic nudges keep active Trickles moving - so nothing stalls because someone lost track of where things were up to.
Every month, Trickle produces an Executive Summary of platform activity - KPI performance, key themes, engagement trends and notable outcomes. It's the evidence layer that turns staff feedback into something you can take into a board meeting or a governance review.
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