A structured assessment that reveals what your people actually need — and whether the answer is in the space, the policy, or the culture.
Name your organization, write a welcome message, set open and close dates, and choose your participant tier. Ready to share in minutes.
Send a unique survey URL to stakeholders. No accounts needed — participants open the link and respond on any device.
Participants choose which of 14 design categories matter to them and rank their top three. For each of those, they pick specific descriptors and classify each as a physical, operational, or cultural change.
Receive an AI-generated brief with ranked priorities, Physical·Operational·Cultural attribution, workplace persona profile, and space programming recommendations.
Administrators can download the complete results as a PDF to share with leadership, real estate, and design teams. It covers the whole group, anonymized, and includes:
Organization, survey period, and headline numbers.
AI-generated narrative, for professional review.
Space types, suggested allocations, and key qualities.
Attendance patterns and departments represented.
Weighted category scores and top outcomes per category.
Descriptors and outcomes participants wrote in.
All five dimensions, with a design narrative.
What people expect the workplace to improve.
What drives those outcomes.
Open-ended responses, anonymized.
Administrators can also let participants download a short summary of their own answers when they finish the survey.
A 200-person firm surveyed three offices before signing a lease renewal. The data showed Remote-primary employees rated commute access as their lowest priority — shifting the negotiation toward amenities and collaboration space density instead of square footage.
An architecture team used POC to reframe a space request. What came in as "we need more meeting rooms" came out as 68% Operational — the real need was scheduling policy, not rooms. The brief shifted from construction to change management.
HR used attendance data filtered by department to show leadership that engineering and design preferred 2 days while client-facing teams chose 4. The policy was segmented by role rather than applied uniformly — reducing friction before it happened.
Collect 5–30 responses from leadership, key stakeholders, or a focused group. Ideal for pre-design discovery and executive alignment.
Deploy to 50–500+ employees across departments, roles, and locations. Built for change management, RTO policy, and renovation briefs.
Free for up to 10 participants. No credit card required.