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Acting on it

Action blueprint and conversation strategy

The Action Blueprint and Conversation Strategy are generated suggestions from the transcript. They do not execute actions, contact an employee, or create a commitment automatically.

Review before deciding #

Check each suggestion against the original transcript, what the employee has said, and your organizational context. Separate observable statements from the model's interpretation. A proposed task, outcome, script, or question can be unsuitable or based on an incorrect assumption.

Adapt any phrasing so it is respectful, open, and appropriate. Avoid treating generated text as a mandatory script or presenting an AI prediction as the employee's actual view.

Record only confirmed commitments #

Conversation memory supports saved openers, questions, notes, commitments, and follow-ups. A commitment or follow-up is stored as pending until its status is explicitly changed; it may have an owner, due date, and priority. Creating the memory record is the confirmation point in the current implementation.

The analysis output does not automatically populate that record. Confirm the exact wording, owner, date, and employee understanding before saving anything as agreed.

  1. Discuss the proposed follow-up with the employee.
  2. Confirm the exact commitment, owner, and due date.
  3. Create the commitment or follow-up in conversation memory.
  4. Reopen the saved item and verify its details and pending status.

Do not rely on visual-only controls #

The Set reminder control on the five-step analysis page is visual-only: it changes its appearance but does not schedule a reminder. Progress autosaved is static text in that screen and does not establish that progress has been saved.

Use the dedicated supported follow-up and meeting workflows and verify the resulting record. Your HR team remains responsible for checking completion and handling exceptions.

Use this guidance thoughtfully

This page describes the current product workflow; it is not an HR policy or a promise about every deployment. Before acting on information about an employee, verify the source record, consider context the system cannot see, and use your organization's process. If a control behaves differently from this guide, check the current workspace UI and confirm the saved result rather than assuming an action completed.