Bringing Employee Voice to the Frontline: How hrPad Complements Workday Peakon

Listening to employees is no longer a nice to have — it is a strategic priority for companies seeking to attract, retain, and engage top talent. Workday Peakon Employee Voice has emerged as a leading solution to capture structured, anonymous employee feedback at scale. It enables leadership teams to monitor engagement trends, surface risks, and inform organizational decisions through data-driven insights.

However, many organizations face a practical challenge: while Peakon excels in corporate reporting, it is often difficult to make those insights actionable at the frontline level, particularly in industries where employees do not sit at desks or engage regularly with HR portals. Moreover, with most Peakon surveys running quarterly or biannually, there is an opportunity to supplement them with more frequent, real-time pulse feedback from employees on the ground.

This is where hrPad serves as an effective complement to Workday Peakon — helping organizations close the loop between strategic insights and daily action.

The Gap Between Corporate Insights and Frontline Visibility

Peakon’s engagement surveys provide an enterprise-wide view of employee sentiment. These insights are typically reviewed by executives, HR business partners, and people leaders in quarterly business reviews or leadership meetings.

Yet frontline managers — particularly those in retail, manufacturing, distribution, and hospitality — often lack visibility into these insights. They also need more immediate feedback to address emerging issues before they impact employee experience, retention, or productivity.

Additionally, frontline employees themselves may have limited opportunities to share feedback between scheduled survey cycles. In fast-paced environments, a six-month gap between formal surveys is a long time.

The following table summarizes where many organizations encounter gaps:

Extending Employee Voice with hrPad

hrPad is a tablet-based solution that integrates seamlessly with Workday and other HCM systems. It is designed to bring HR services, time tracking, and surveys directly to frontline employees through an intuitive, always-available interface.

From an employee voice perspective, hrPad provides several complementary capabilities:

First, hrPad enables organizations to deploy simple, targeted pulse surveys that frontline employees can complete during clock-in or clock-out. These surveys can focus on well-being, morale, work environment, or alignment with organizational goals. They can also be designed to mirror Peakon’s engagement themes, ensuring consistency of measurement across both tools.

Second, hrPad can surface high-level engagement trends — sourced from Peakon’s insights — via simple dashboards accessible on the tablet. This gives frontline managers direct visibility into engagement trends for their teams, fostering more immediate ownership and responsiveness.

Third, hrPad’s AI-powered Ask HR assistant can help employees and managers access information about engagement priorities, recent survey themes, or resources related to well-being and development.

The following diagram illustrates a typical workflow when combining Workday Peakon with hrPad:

Conclusion

Workday Peakon provides the strategic foundation for an enterprise-wide employee voice program. Its structured, anonymized surveys deliver deep insights to inform leadership and drive long-term engagement strategy.

However, bringing employee voice to the frontline requires complementary capabilities: more frequent pulse surveys, easier access to insights for frontline managers, and faster feedback loops that enable real-time action.

By integrating Peakon with hrPad, organizations can build a complete employee voice ecosystem — one that connects boardroom insights with day-to-day experiences on the floor. This not only strengthens engagement but also promotes transparency, responsiveness, and trust across every level of the organization.

As employee expectations continue to evolve, this integrated approach will be a key differentiator for companies that want to build great workplaces — from corporate headquarters to the frontline.