Help employees use the support you already provide.
IER becomes a front door to employee support—helping people find the right benefit, resource, or next step while giving leadership aggregate insight into what is being used, what is being missed, and where friction remains.
Benefits do not create value if employees cannot find or use them.
Organizations invest in EAPs, leave programs, medical and wellness resources, financial support, learning programs, policies, managers, and HR teams. But employees still get stuck between “something is not working” and knowing what to do next.
- Employees delay asking for help because they are unsure where to start.
- Managers become the default navigator for issues outside their role.
- Good benefits can look underused when the real problem is awareness or access.
- Leadership often sees the outcome—absence, disengagement, turnover—before it sees the barrier.
Understand where your support is creating value—and where it may not be.
Utilized
See which benefits and resources employees actually turn to and value when navigating real needs.
Underutilized
Identify strong resources that may need clearer communication, easier access, or better employee education.
Review
Flag low-value, overlapping, or frequently bypassed resources that may warrant a deeper review with your benefits advisor.
IER provides directional workforce insight. Any decision to change or remove a benefit remains with the employer and its benefits advisor.
Navigation access
A defined pathway employees can use when they are unsure where to start.
Workforce friction view
A cohort-level view of recurring barriers across growth, workload, communication, resources, and voice.
Insight report
De-identified patterns, resource awareness gaps, navigation outcomes, and unresolved barriers.
Action roadmap
Prioritized practical recommendations and a leadership working session on what to improve next.
Leadership gets patterns—not employee-by-employee reporting.
What you can see
- Participation and completion counts.
- Anonymous theme patterns and relative frequency.
- Aggregate resource connections and follow-through.
- Recommended employer-owned actions.
What you do not receive
- Participant names or appointment lists.
- Individual notes, recordings, or transcripts.
- Small-group cuts that could identify a person.
- Clinical, legal, or diagnostic conclusions.
Test IER with one workforce group.
Start with a defined 26–50 employee cohort and measure whether better navigation creates meaningful employee movement and useful leadership insight.