Replace or unpack employee surveys with conversations
that lead to real change.
People answer the survey, the results are presented and everyday life carries on as before. With Topaasia, survey themes are unpacked in teams as gamified conversations that end in concrete actions. Your people see that their answers matter.
Customer satisfaction
35,000+ participants
Everyone knows this situation
Surveys done. Results presented. And nothing changed.
Survey done. Then what?
The results were presented to management, the PowerPoint was shared. A month later nobody remembers what was decided or what anyone committed to.
Your people lose faith
When the answers lead to no change, the next survey gets more superficial responses, or none at all. Survey fatigue is a real phenomenon.
Development areas stay abstract
Big themes get written into the development plan, but the concrete everyday actions are missing. Responsibility evaporates into thin air.
Topaasia does for workplace development what a survey alone cannot do.
Where are you in the survey life cycle?
Topaasia fits every stage of the survey journey.
Replace the surveys
When surveys feel insufficient
Move from surveys to continuous dialogue. With Topaasia, teams develop their work by talking, not by polling. You get real-time qualitative data without survey fatigue, and your people see their impact immediately.
Unpack the surveys
When the surveys are already done
A gamified session turns survey data into concrete actions the team commits to. Everyone gets heard and the results show in everyday work.
Embed the themes
Six months after the debrief, what has happened?
With booster sessions you keep the survey themes alive in everyday work. Development does not stop at the first debrief meeting: change becomes a lasting habit.
What changes when you replace surveys with dialogue?
Every team has a high-quality conversation with the same structure
The debrief does not depend on each manager’s facilitation skills: the game guides every team’s conversation with the same quality.
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Management gets data automatically, with no extra work
The content of the sessions documents itself. The accumulating data and insights help management make decisions on development initiatives.
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Everyone gets seen and heard, even the quietest team member
Game sessions are participatory dialogues that lead to practical actions and better mutual understanding.
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Results in an hour, no black belt in facilitation required
With a one-hour onboarding training, game leaders are ready to go. Every manager can run a participatory and productive conversation.
Start now →From employee surveys to employee conversations
A dialogue-based way to unpack the themes of employee and workplace surveys and bring them into everyday work. Book a demo and we will show you how it works in practice.
Book a demo
In practice, it works like this
Four quick steps to your first results
Creating your own deck
Your own game content is created in Topaasia together with a Topaasia representative. Existing material is used in creating the deck, such as employee survey material or strategy slides.
1–3 participants · Duration 2–4 hours
Training the game leaders
Once the deck is ready, the game leaders are trained to use the tool. In the pilot games, Topaasia supports the game leaders at the start so that the first game sessions are sure to succeed.
1–5 game leaders trained · Duration 1–2 hours
Game sessions
The pilot aims for a total of 10–20 game sessions. Running the sessions is shared between the trained game leaders. Sessions can be set to last 30–90 minutes.
10–20 game sessions · 4–8 people per session · Duration 30–90 min
Debriefing the results
We help you make the most of the Topaasia analysis tool. With the analysis tool, the played game sessions can be unpacked. We also deliver a separate report where a data scientist has highlighted the key findings.
Topaasia delivers a report on the game sessions
Experiences of employee conversations with Topaasia
“I find Topaasia to be the perfect tool to support surveys, so that the results turn into concrete actions and people feel that their answers matter.”
Jenni Mäkinen
HR Coordinator, WSOY
“This pilot actually had two purposes. First, we wanted to pilot the tool and the method, to see whether it works for this type of work. The second purpose was the benefit itself: we got our workplace survey unpacked and decided on concrete development areas.”
Henrik Ikonen
Head of Digital Learning Solutions, Jollas Institute
“With Topaasia, development areas naturally become concrete and small enough actions that people can genuinely commit to.”
Anna Kaisa Ojala
Work Ability Manager, City of Turku
Another new tool?!
We know, and we are sorry. But we do not want to sell you consulting either. That would certainly change nothing in your people’s everyday work. What we can tell you about Topaasia as a tool is the following, which will hopefully ease the “new tool” allergy:
It is a method that, beyond the problems being solved, strengthens collaboration and dialogue skills across your work community, your managers and your teams in a way that shows outside Topaasia sessions too.
Topaasia is a light tool: rollout does not require a big training effort, some users need no training at all, and participants do not need to prepare in any way.
Topaasia is perhaps the world’s only "SaaS" that will never leave you on your own (unless you ghost us and never reply to anything). We help with use cases and changes in your organisation, with putting things into practice, with training, and with every "stupid question".
You get full support for IT and Legal in procurement from Topaasia’s comprehensive documentation. We do not have all-encompassing ISOC30041421421 certificates, but we do have strong documentation and a security-tested, GDPR-compliant application.
Once Topaasia has been rolled out and your people have got to use it, they are not keen to give it up. Many of our customers stay for years.