Whether it's about transmitting their team's results directly to managers or granting them access to the platform, some organizations may face teams that are too small to meet the confidentiality threshold of 5 respondents.
While the threshold of 5 respondents is set to ensure the confidentiality of employee results, it's possible to explore certain alternatives.
Conducting a Team Discussion
Another approach is to hold a team discussion. Whether managers have access to detailed results or not, it's essential to organize regular meetings with their team to discuss the results obtained and the actions to be taken.
If a manager supervises a team of fewer than 5 respondents, we recommend presenting them with the overall results and analyzing them together with their team, rather than granting additional access. This approach promotes a shared understanding of the results and allows actions to be adapted accordingly.
Granting Special Access
It's possible to grant additional access to this manager so that they can access a team of 5 or more respondents: Granting special access to results.
However, before implementing this solution, it's important to consider the added value of these additional accesses. Indeed, access to this data can influence managers' decisions and discussions with their team. Therefore, it's recommended to grant them access to results that correspond to a reality similar to that of their team. In some cases, it may be preferable to opt for the alternative below.
Co-development in Duo
In the same spirit as the above option, it is possible to grant special access to the results, but rather with the aim of bringing certain teams together to consult the results in a collaborative manner. Concretely, this can be done through different steps or methods:
List the managers who cannot have results and pair them up in duos.
If possible, group teams that work sequentially to promote inter-team collaboration.
If possible, allow managers to choose with whom they will combine their results. Among other things, this aims to foster a climate of mutual support more quickly and for managers to feel more comfortable showing vulnerability.
In short, the objective of these alternatives is to ensure that even the smallest teams have the opportunity to experience the process daily, benefit from meetings to move forward together, and develop improvement paths with the greatest added value for everyone.
Adjusting the Privacy Threshold
By default, the privacy threshold is set to 5 respondents. This value can be adjusted for each survey to any number between 3 and 50 respondents.
To modify it, go to the Administration menu and click on Customizations, then click on Surveys and Edit Privacy Threshold.
You will have two options:
Reduce the threshold: the new value will only apply to future surveys. In the case of recurring surveys, the new value will be applied when the next recurrence is launched.
Increase the threshold – The new value will apply to all existing and future surveys.
Once a survey has been launched, the minimum threshold value recorded at launch will be used.
Note: when analyzing results, the higher threshold between the one defined in the settings and the one set for a survey at the time the occurrence was launched will always be applied.
For example, if a continuous improvement survey was launched on January 1, 2026, and the confidentiality threshold was reduced from 10 to 5 respondents on January 30, 2026, it will not be possible to view the results using the new threshold until the next occurrence, scheduled for February 1, 2026.
Starting on February 1, 2026, the results can then be analyzed using the 5-respondent threshold.
It is important to ensure that the confidentiality threshold is properly configured before launching a survey.
💡 Before you reduce the confidentiality threshold, we encourage you to discuss it with your Organizational Development Advisor.
They can help you assess the impact of this change and, if needed, suggest adjustments to your questionnaires so they continue to align with your new reporting structure.
If you do not have their contact information, please email us at [email protected]. Our team will connect you with the right expert.