Hundreds of companies around the world rely on Clarity Wave to have a real feedback loop with employees.

We asked our customers what changed in their companies since they started using Clarity Way. Here’s what a few of them had to say.
Sandy Connery

I needed this 10 years ago!

Having a pulse of your employees is crucial. But it’s hard and horrible to do. Sometimes it’s good feedback and sometimes it’s bad. It’s effort. I want to hear but I don’t want to hear.

Clarity Wave takes care of this process. It asks the questions, delivers me the answers at regular intervals. I feel so much more connected with the staff and I can react faster.

What would my staffing situation look like if I had this 10 years ago?

I think I would have avoided a lot of headaches.

Sandy Connery
Owner, Connectable
Chris Yates

I used to use spreadsheets and paper forms to do annual employee satisfaction surveys. It was a pain and only gave us a once a year snapshot of our employee feedback. Now with clarity wave, I’m able to actually keep my pulse on the culture on satisfaction of my team on an ongoing basis.

It took a little time and effort to get all the employees on board, trained and using the system, but once we did the system became very easy and valuable to use.

Chris Yates
President, Vision Group Management
Kevin Sitek

Clarity Wave is definitely a must have in any human resource department’s tool kit small or large.

Even though I am a small business I definitely see the overall value and ROI in investing in a great software product as this to stay abreast of my employees morale and issues that they have. I was pleasantly surprised by receiving a phone call from one of the owners after sending an email about some additional feature I was looking for. Overall, a great piece of software with very impressive customer service.

Kevin Sitek
Founder, Lillie's Pad
Yoshitaka Takahashi

I am thrilled to say that it has given me an increase of awareness of my emotions (daily mood check) and become more self-conscious on how it impacts my daily work and relationship with my colleagues. I was also very keen in knowing what the others think about me and their perception of me towards the 7 dimensions (Credibility, Respect, Equality, Identity, Fellowship, Personal Performance, and Commitment).

I take the monthly results by heart, especially when the index trend for each dimensions take a dip – I think of what had happened and how it came to being. A context of explanations/descriptions for each dimension would help.

I wanted to have an in-depth understanding as to what were those unsatisfactory result percentage of 6.6% and 2.4% and further improving the OK percentage of 16.9%. Showing me the statement from the weekly Survey that I got an unsatisfactory result would help in this case. I think rewarding us for using the app, for a job well done and for providing confidential feedback to our colleagues, is a great way of building what we have always worked on… our “Company Culture & Values”.

But I think for me it goes well beyond that. Acceptance, Camaraderie, Feeling of Involvement and Adding Value, Feeling of Belongingness, and the willingness of everyone to really get to know each other… I am so proud of You, Omar and Manolia for being who you all are… For being HUMAN and a LEADER. For making an effort in getting to know your employees better.

Yoshitaka Takahashi
Performance Development Specialist CCM Consultancy
Cathy Vos

Fun, colourful, quick and simple but smart system. Clarity Wave is excellent from many aspects. For myself, as I put on my HR/ Management Team hat, it provides real time employee engagement feedback and stats about the company, but also about the teams, departments etc. through a range of filters. This helps me to easily summarise and give actionable and real data to the Management team. As an individual, being able to know how I am perceived by my team/ peers etc. is hugely powerful. It is a safe environment and allows you to see areas you’re doing well in, and the areas in which you could improve. Above and beyond, earning points to use in the Store is an awesome incentive for the team and achieves a win-win for the company and the individual. These are just a few of my favourite things about Clarity Wave.

Clarity Wave gives us important insights on the way the team are interacting and engaging on a company level, but also on a team to team and then individual to individual level. It highlights things (both good and constructive) that you may not have known, but also helps to articulate other things that you may not have put into words or actions before. Business is really about people first and foremost and if you spend time and so called ‘get this part right’; the rest will really flow on.

Cathy Vos
Administration & HR Manager, Sayfa Group
Patricia Sullivan

This tool is like no other I have ever seen. It is designed to capture the mood in our company at regular intervals or when something potentially significant happens.

It takes everyone minutes to tap a few sliders or smiley faces and the tool reports the consolidated feelings of the team. It is gamified and anonymous so we are getting unprecedented engagement from the staff.

Now I can find out how our employees REALLY feel about our company’s future, their job, their supervisor, their team mates, our new strategy or various initiatives, even the quality of the food in the canteen.

Try it – you will be amazed!

Patricia O'Sullivan
henkel logo
Marianela Garcia, Head of Shared Services for Henkel Mexico talks about how her 200+ team uses Clarity Wave to reduce turnover and create a culture of recognition. She states Clarity Wave is a fun and digital tool which attracts the Millennial generation. It is also quick, easy to use and anonymous.

In this 7 minute video, she describes how she uses Clarity Wave to lower turnover and increase engagement.
Haagen Dazs Logo

Prior to any software implementation the business, Häagen-Dazs retail locations, had an employee turnover rate of over 70% per year. The reasons for this turnover were not clear and, although various attempts were made to maintain the staff motivated with attractive incentive plans, contests and parties, the employee turnover was not reduced.

At the same time, there were assessments with very low scores in the different quality indicators, such as the “Mystery Sale”. The average of these scores was below 8.5 (the minimum required by the Global Brand) in at least 5 of the 22 branches on an annualized basis.

It was obvious, the team was unmotivated, with little involvement in their tasks, very low staff retention and with sales well below established goals.


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