For organizations
Survey the whole organization. Equip the managers who run it.
Run an organization-wide survey, equip your managers with everyday tools, or use both. Surveys are priced by cycle. Manager tools are priced by manager.
The engagement cycle
A cycle asks everyone in the organization the same questions once. They are the same climate statements the team survey uses, asked about the team each person works in, plus questions about their own work. Results are group averages for the organization, each unit and each manager. Each average includes the response count and a 95% range showing uncertainty, and groups that are too small to report are not shown.
The pricing unit is the cycle, not the person per month. One cycle for an organization of up to 100 people is $999, bought once: the bill does not recur, and it does not change when somebody joins mid-cycle. Larger organizations pay by the size of their package. We price each cycle the cheaper way: the package below your headcount plus extra capacity added ten or fifty employees at a time, or the next package up. You see the total on the draft cycle before you open it.
People are invited by email or, if you connect Slack or Microsoft Teams, by a direct message carrying their own link, with the email for anyone it does not reach within six hours. Before a cycle opens, a reach check counts how many people Slack can find, and messages nobody. An engagement cycle can be answered in English or Spanish, one language a cycle, chosen when you set it up. The results, themes and written summary are in English. Microsoft Entra ID or Okta can keep the roster through SCIM 2.0. The changes are applied when an owner or admin confirms them, or each hour where an owner has turned that on. A cycle can also post to a Slack or Teams channel when the survey opens and again before it closes, with no counts, names or links.
The manager tools
The other thing an organization runs on is the records its managers and project leads keep for the people they lead: goals, quarterly check-ins, 1:1s, conversation guides, growth and stay conversations, and a structured assessment at the end of each quarter and each year. Workload shows how full each person’s coming weeks are across projects. The Organization plan puts those tools in front of every manager at once, with consolidated billing and org administration. When a manager leaves, an owner or admin reassigns their people to another manager.
Every seat also carries the tools a manager runs with their team as a whole. An idea board asks the team one question and is built around the manager answering each idea with a status and a sentence, with names shown or hidden on terms fixed before anybody posts; it can be a list or a whiteboard the team arranges together. A project tracks the work that comes out of it, with owners, dates and a timeline. Neither is part of anybody’s performance record.
It is priced per manager — from $7 per manager per month billed annually, or $10 billed monthly, 5 seats minimum — because only managers have accounts. The people they lead never sign in and are never counted or charged for, and neither is anybody on their boards and projects, who takes part from a personal link. So a 150-person company pays for its fifteen managers rather than its 150 employees.
How the pieces fit
The cycle tells you where to look
Organization-wide numbers say which units are doing better and which are not. Each average carries its response count and an uncertainty range, so small differences are not mistaken for real ones. Results alone fix nothing: a cycle deliberately produces no debrief pack and no individual notes, and its written summary proposes nothing of its own. Beneath the summary, the organization is shown options from the same cited library the team conversation uses, for the measures where it stands lowest, to weigh; what the organization decides to try, it records beneath them itself, with an owner and a day to check. A manager whose own group’s results were published can hold a 30-minute conversation with that group about one result, with options to try from a cited library, and is handed options for the group’s lowest results before the conversation; what to try is the team’s choice. This applies in a cycle that let managers read their own group.
Teams and leaders are what you do about it
A team that wants to work on itself runs a team survey — everyone rates everyone, and the results become a two-hour debrief with commitments. A leader who wants to know what it is like to work for them runs a Leadership 360. Both are sold separately, per team and per leader, and a cycle and a team run use the same climate statements.
Surveys and performance records are kept apart
Survey responses are confidential: nobody with an account can read another person’s ratings or comments as written, and cycle results appear only as group results. The manager tools are a performance record. Facets does not add survey feedback to performance records; the one route is a summary that the subject of a Leadership 360 chooses to send, which the recipient can attach to a person’s record. The app says which is which on every screen where somebody types about a named person.
What HR and executives can see
HR and executives see group results. Nobody with an account at your organization can read another person’s answers as written, and what people write in open questions is never shown as written: only themes that several different people raised appear, in our words rather than theirs. A group with fewer than 5 respondents is not reported, and a neighboring group may be hidden with it when its answers could be worked out by subtraction.
This reporting minimum is 5 unless your organization raises it, up to 50. At an organization’s written request, Facets can lower it for a single cycle, below 5, before the cycle opens. Everyone invited to that cycle sees the minimum in force before answering.
Survey responses are confidential, not anonymous. Facets links each response to the person who gave it, so they can finish later and answer only once. Participants are told this before they start.
Talk to a person, or just start
A cycle is bought from inside the app once you have added your people, by upload or from Microsoft Entra ID or Okta, at the package your headcount puts you in. The Organization plan is bought per manager. For more than 2,500 employees, or a rollout with more moving parts than a pricing table can show, write to us.