Anonymity Settings

Designed for Anonymity

CompanyMood is designed for anonymous participation. Employee data is pseudonymized — without any identifying characteristics — and is only displayed in aggregated form together with other ratings. Additional mechanisms such as minimum group sizes, minimum participation thresholds, and time delays guarantee a high level of anonymity.

Minimum Requirements for Anonymous Use

Displaying data for a group (team/department) requires a minimum of five (5) people per department/team and three participants for results to be shown at the department/team level. Additionally, 3 submissions must have been made. It is not possible to reduce the minimum team size below five people.

Display of Results

Results are summarized at the team or department level and displayed only when minimum requirements are met.

Voluntary Participation

The employee management view shows a list of all invited people without revealing who has registered in the system. If 100 employees are invited and only 80 register, it will never be shown which employees have not signed up. The only option is to re-invite all non-registered persons.

Non-Anonymous Participation

Despite the default anonymity, there are specific areas where non-anonymous participation is possible. This must be explicitly chosen and is always clearly indicated. Non-anonymous participation is possible in the Message Box, action management, and in open communication via Statements.

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What is CompanyMood?

Basic information about CompanyMood.

Rating Frequency

Settings for the frequency and scheduling of mood ratings in CompanyMood.

The Happiness Score

Our Happiness Score: intuitive smiley-based rating, easy to understand across cultures.

Contract Terms

Our contract terms explained simply.

Available Feedback Channels

Mood Barometer, Message Box, Chat, and Surveys — these channels strengthen your communication.

What Are the Benefits of CompanyMood for Companies?

Fast response times and a great ROI.

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27. November 2025 | 16:00 Uhr

Deskless Work - Ideen und Möglichkeiten zur Flexibilisierung der Arbeit

Prof. Dr. Peter M. Wald
HTWK Leipzig / HR Innovation Day