Private workspace
Support the manager without creating an employee surveillance file.
Leader preparation stays with the leader. Employee communication remains reviewed and intentional.
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PivotIQ Manager helps leaders prepare for difficult employee conversations before performance, burnout, retention, trust, or change issues become avoidable escalations.
PivotIQ Manager is in private beta. We are not selling it yet. If you want it when it opens, join the waitlist and we will come back to you — meanwhile, PivotIQ 360 is what we run today.
Prepare
before speaking
Decide
without losing judgment
Follow through
after the meeting
See the product first
Context
What is happening and what matters here?
Preparation
What should the manager consider before speaking?
Commitment
What has to happen after the conversation?
My People
Private to youPulse trends shown only where each person opted in. Your notes never leave this view.
What kind of conversation?
What's going on? — edit this, the plan adapts
Demo preview — the live PivotIQ Manager tailors every word to your exact note and Jordan's history.
Your plan appears here.
Pick a person, edit the note if you like, and hit Prep to see how PivotIQ Manager readies a leader.
A repeatable manager rhythm
PivotIQ Manager creates structure around preparation and follow-through while keeping the actual judgment with the leader.
Add the situation, relevant history, employee context, and the outcome the manager is responsible for achieving.
Structure the conversation, surface considerations, and prepare questions, language, and commitments to consider.
Go in with a plan instead of improvising under pressure, while keeping judgment and accountability with the manager.
Capture commitments, revisit the underlying condition, and keep the next action from disappearing after the meeting.
Try the situations
Protect people and the team when something's wrong.
Twelve scenarios across three buckets. A leader picks the moment they're in — not from a wall of options.
What you get back
What's likely going on, and the frame of mind to walk in with.
Signals to watch for during the conversation, and the specific missteps that derail this kind of discussion.
The leader reviews everything before anything is sent. Nothing reaches an employee without a person deciding it should.
Enterprise trust
PivotIQ Manager is designed to improve manager preparation and consistency without turning private employee situations into an uncontrolled data stream.
Private workspace
Leader preparation stays with the leader. Employee communication remains reviewed and intentional.
Workforce context
Aggregate workforce conditions can add context to the situation while preserving the privacy model.
Leadership visibility
Leadership reporting is designed around patterns, adoption, and trends rather than individual notes.
Leadership view
Organizational health · this month
What coaching addressed this month
Team health heatmap
| Burnout | Retention | Engagement | Safety | |
|---|---|---|---|---|
| Operations | ||||
| Sales | ||||
| Support | ||||
| Engineering |
eNPS trend
+34 ▲
Participation
82%
When PivotIQ data is available
Signal
Elevated workload and exhaustion risk.
Preparation
Review relevant context and prepare questions before the conversation.
Action
Lead the conversation, capture commitments, and follow through.
Capability that compounds
Point-of-decision support works best when it reinforces a shared leadership standard and the organization can remeasure whether manager practice and team conditions actually changed.
12
burnout signals handled this quarter
+21pts
team safety over six months
↓ turnover
retention risk trending down
Trusted by organizations nationwide
Common questions
No. It is decision support for managers. The manager provides context, reviews the preparation, leads the actual conversation, and remains responsible for the decision and follow-through.
It is designed for recurring people-leadership moments such as performance and accountability, burnout and workload concerns, retention conversations, trust and conflict, feedback and development, and change or uncertainty.
No. Leader notes remain private, employee signals are consent-based, and leadership reporting is designed around aggregate themes rather than individual conversations.
Yes. When relevant PivotIQ data is available, workforce signals can provide additional context for leader preparation while preserving the privacy controls built into the system.