Workvivo has launched a new standalone platform, Seer by Workvivo, to help organizations turn employee listening into actionable intelligence. The launch marks a deliberate shift in positioning from collecting feedback to ensuring it drives visible, accountable outcomes.
“The industry doesn’t have a listening problem; it has an execution problem,”
said Justin Black, Head of Seer by Workvivo.
“There are powerful tools to measure employee experience, but measurement alone does not create progress. When feedback does not lead to visible outcomes, it breaks trust. The next phase of this category is about impact and accountability, not just insight. That is exactly what we are building with Seer.”
The announcement follows the integration of Employee Insights capabilities within Workvivo’s existing platform, which has already been adopted by several of the company’s customers. Seer builds on those capabilities as a standalone product, expanding access to a broader set of organizations.
What Seer Does and Why It Exists
Seer by Workvivo combines traditional feedback mechanisms with real-time signals drawn from communication, collaboration, and engagement activity. The platform is designed to give leaders a more complete view of workforce experience by connecting what employees say with how they actually work. AI-powered, personalized manager dashboards sit at the core of the product, surfacing not only what is happening across an organization but also which actions are most likely to drive better outcomes.
“With Seer, we’re focused on helping leaders turn insight into impact at scale,”
said John Goulding, Co-Founder and CEO of Workvivo.
The platform also introduces a mobile-first experience designed to make listening inclusive and continuous across all worker types. This reflects an effort to close what Workvivo describes as a structural gap in how organizations collect and respond to feedback, particularly in environments where desk-based tools have historically dominated.
To lead this new initiative, Workvivo has appointed Justin Black as Head of Seer by Workvivo. Black is the former Head of Glint at Microsoft and LinkedIn and the founder of Glint’s People Science team, bringing significant category experience to the role. He is joined by Phil Murphy, formerly of Qualtrics, as Head of Growth, and Jaime Gonzales, who brings experience from Microsoft, LinkedIn, and Glint, as Principal People Scientist.
Why People Intelligence Has Historically Failed to Deliver
The employee listening market is not new. Tools designed to measure engagement, satisfaction, and sentiment have been available to enterprise buyers for well over a decade. Yet the persistent gap between data collection and meaningful organizational change suggests that measurement alone has never been sufficient to drive action.
Several structural factors have contributed to this. Feedback data has historically lived within HR systems and is rarely translated into formats that operational leaders or line managers can act on directly. Without clear ownership of outcomes and a mechanism to close the loop with employees, the practical value of listening programs has often remained theoretical, regardless of how sophisticated the underlying measurement has become.
There is also a trust dimension that compounds the problem over time. When employees provide feedback and see no visible response, participation rates decline and skepticism grows. Workvivo data reflects this reality: only 49% of employees see meaningful change from feedback, and only 42% believe leaders are held accountable for acting on it. In practice, organizations may be running listening programs that actively erode the trust they are intended to build.
By connecting feedback data with signals from real-time communication and collaboration tools, platforms like Seer can use AI to surface insights in context, at the point where managers are making decisions rather than in a quarterly HR report.
What This Means for the Category and What Comes Next
The launch of Seer as a standalone platform represents what the company sees as an increasingly crucial part of workforce management that companies want as a dedicated product, not an add-on.
Its positioning sits at the intersection of engagement data, communication signals, and performance context, making a broader and more operationally connected claim than traditional employee engagement tools have historically attempted, while adding a distinct value proposition.
Whether Seer can deliver on that promise will depend on adoption and the extent to which it drives behavioral change among the managers it is designed to support. For enterprises that have invested in listening programs without seeing commensurate returns, the proposition is straightforward: the problem was never the data. It was what happened next.
