Sonar helps detect, deter, and measure workplace harassment.
Up to 30% of harassment is reported. Sonar looks for the other 70%.
- Sonar generates data on person-to-person equity by anonymously, randomly, and continuously polling workplaces. This data in turn allows organizations to spot potential issues like harassment.
- Sonar’s system of mutual accountability helps deter inappropriate workplace behavior.
- Sonar tracks trends in person-to-person equity at all levels, from the whole organization down to individual stores, offices, or teams.
Workplace harassment is a data problem.
- Workplace harassment is frequently a serial behavior. But because most targets of this conduct do not report it, management currently lacks the data it needs to address individual instances of misconduct, or cultural dynamics that lead to it.
- A failure to address harassment hurts retention and recruiting and exposes organizations to legal and reputational risks.
- Sonar uses broad, yes/no polling questions to make reporting easier. Its data alerts management to where issues may lie so that appropriate follow-up can determine if there’s a problem. Here’s a example of a Sonar poll.
- Sonar’s anonymous, random, and continuous polling methodology makes everyone accountable to everyone else.
Sonar helps organizations detect, deter, and measure workplace misconduct.
- Sonar is the first analytics tool for tracking changes to person-to-person equity over time, down to the worksite level.
- Beyond detecting potential harassment, Sonar identifies potential workplace behaviors that may not violate laws or policies, but that nevertheless hurt team morale and warrant corrective coaching.
- Sonar’s anonymous polling model makes it easier and less intimidating for employees to report inappropriate behavior. At the same time, Sonar’s methodology protects against false positives.
FAQs for Employers
- How does Sonar work?
We start from the premise that inappropriate conduct in the workplace often goes unreported and is part of a pattern.
Sonar works by conducting anonymous, random, and ongoing polling in our customers’ workplaces. This polling asks employees broad, yes/no questions about how they’ve been treated by others in the workplace. Our approach to accountability is universal: everyone in the workplace will be polled about everyone else. Responses suggesting inappropriate treatment are recorded anonymously as “pings.”
Over time, the ping data for some employees show up as outliers, warranting follow-up by HR or management to determine whether an employee has engaged in misconduct.
- Why are questions written the way they are?
Sonar asks three broad, yes/no questions about how people in the workplace have treated each other. Questions are worded to encourage reporting by those who have been mistreated. Because questions are broadly worded, we expect most employees to have some pings, which likely do not mean much, if anything. Rather, it’s the outliers we focus on. Ping data is not definitive about what’s going on in the workplace, although it does point to where HR and management follow-up is needed.
- We have multiple locations, would Sonar work for us?
Ping reporting is not just about individuals, but also about workplaces. We work with customers to understand the physical and organizational configurations they operate in, and these considerations are built into the design of the customer’s Sonar program.
- How often will employees receive Sonar polls?
Employees will generally receive a Sonar poll once or twice a month, although this frequency may be higher or lower depending on program design and the random nature of the polling. Polls generally take up to 90 seconds to complete.
- How should we use the ping data Sonar produces?
The ping data is useful for spotting outliers. As part of creating a Sonar program, we work with customers to test and establish appropriate benchmarks and follow-up plans for responding to the early warning signs Sonar identifies.
- What about inaccurate pings?
Not all pings reflect inappropriate workplace behavior and so they should not be viewed in isolation. Pings can be inaccurate, for a number of reasons, and the Sonar methodology for identifying outlier behavior accounts for that.
- What kinds of assistance can Ekdesk provide with setting up our Sonar program?
Sonar is software-based. The services our customers need will depend on their size and preferences on administering their Sonar programs and analyzing the data they produce. For example, some customers may prefer to run their Sonar programs in-house, while others may prefer that an outside vendor (including Ekdesk) manage the program.
- How much does Sonar cost? How can we set up a call or demo?
Sonar pricing is driven by a customer’s size and service needs. Please email us at firstname.lastname@example.org, or call us at 919-907-0036, to discuss pricing and a demo.
- How long does a Sonar program take to set up?
It usually takes at least two weeks to design a Sonar program and appropriately communicate with employees about the program, how it works, and what it’s intended to accomplish. Set-up can take longer than two weeks depending on the complexity of a customer’s needs.
FAQs for Employees
- What's the purpose of Sonar?
Sonar gives employees a mutual accountability system and an easier way to identify harassment in the workplace. The goal is to help employers detect these kinds of issues (and to act on them), and to deter individuals from engaging in them in the first place.
- Who gets the polls?
Everyone. Sonar is anonymous, random, and ongoing. You might get a poll one week asking about how randomly selected co-workers have treated you, while they get a poll another week that randomly asks about you.
- Is it anonymous?
Absolutely. Sonar retains no data that could link an individual to his or her poll responses.
- Since Sonar is anonymous, is there any way I can raise specific issues in my workplace?
Sonar is designed to provide overall monitoring of workplace equity, but it does not replace established reporting channels such as complaints to hotlines or direct contact with HR.
- What happens with Sonar responses?
For almost all employees, nothing. Sonar watches for employees with outlier data (based on established criteria) and alerts HR and management when there is a case requiring follow-up. Sonar data is never the basis for making a decision or reaching a factual conclusion, but it can indicate that a problem may exist.
- How does Sonar affect my workplace?
Sonar introduces a new level of person-to-person accountability in the workplace, no matter how senior or junior you are. The result is that organizations deal with workplace issues earlier and deter employees from engaging in misconduct in the first place.