Introducing Rhythmiq Slates

Your employees have a lot to tell you — free them from waiting to be asked.


An inconvenient truth

Surveys are broken — it’s time to fix them.

They offer the path of least resistance to delivering beautiful dashboards, generating compelling reports and fostering the belief that our organizations are transparent and open to criticism. On paper, that sounds like a match made in heaven for HR teams. In practice, it’s far from it.

On a scale of 1–10, how satisfied are you with your experience in our organization?
In what ways can your team improve its communication skills?
On a scale from 1–10, how confident are you that we’ll succeed?

Questions like these are mainstays in annual employee satisfaction surveys but provide you averages and generic after-the-fact evaluations as opposed actionable insights to move forward. While the resulting reports — which take months to synthesize — are the talk of the office when they come out, they’re usually promptly forgotten 2 weeks later.

The challenge is to create an internal feedback system that excels at obtaining the right information to begin with. It’s time to empower your employees to take action without being asked.

It’s time to say goodbye to surveys.


We’re shipping to our first pilots on July 15th. Subscribe to our mailing list for the opportunity to be one of them.


A new and exciting journey

Last summer, Kevin and I interned at companies with fantastic cultures — two of the best work environments the valley had to offer. Nevertheless, we didn’t escape the frustration of being unable to both deliver and request meaningful insights at the right moments.

How do you ask the “stupid question” that no one else seems to be having an issue with? What if there were dozens of people just waiting for someone else to ask the same question?

For managers, your job demands that you stay hooked into the thoughts and aspirations of the people you manage. How many times have you asked for feedback about current projects only to hear the mundane “it’s going well”? Enough times to know that it’s almost never the full answer.

Everyday, people spend 15–50% of their workdays in meetings. The best ones adhere to strict agendas wherein everyone knows why they’re present. What do you use to queue tangential ideas and non-critical details to be brought up later without disrupting the flow of a session? These thoughts are often productive in some manner — just not right then and there. How do you maintain a continuous thread to tie up loose ends and keep important stakeholders in the loop — without sending out another email?

We can do better.


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As with most complex problems in today’s work environment, the solution is almost always never fully articulated in one person’s mind. Solving these successfully require you to leverage the brilliance and diversity of thought of multiple employees to collectively determine the best course of action.

Technology companies have recently begun using the term “technical debt” to describe the compounding negative effects of writing bad software over time. Debt that fails to be repaid immediately makes implementing change increasingly difficult in the future. However, this phenomenon is not exclusive to software — it applies as much to the people who write the code (and those who support them) as it does the code itself.

That’s why we’re launching Rhythmiq Slates, a collaborative feedback platform that empowers everyone on your team with a vote and a voice to affect positive change at work. You can do so anonymously or with your identity attached, and ask and answer questions of any nature.

Anonymity has always been a double-edged sword, but it doesn’t have to be. We’re developing a peer-to-peer review system to eliminate inappropriate content on the platform. In other words, we’re committed to removing the edge that hurts.

Our employees have a lot to tell us — free them from waiting to be asked.

It’s time we start cleaning up the cultural debt in our organizations.


We’re shipping to our first pilots on July 15th. Sign up for the opportunity to be one of them.

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