How Stingray scaled their feedback culture with Workleap Officevibe (and took it even further with Workleap Performance)

As a powerhouse in broadcasting, streaming, radio, advertising, and B2B services, Stingray turned to Workleap Officevibe in early 2020 to better understand and improve the employee experience.

We spoke with Gabrielle Archambault (HR Coordinator), Bianca D’Intino-Conte (HR Advisor), and Marie-Hélène Fournier (VP of M&A, HR, and Investor Relations) to explore how Stingray uses Workleap Officevibe and Workleap Performance to scale recognition, inform leadership decisions, and create a culture rooted in feedback.

Success story at a glance

• 71% participation rate in Officevibe Pulse Surveys: 13 points higher than the industry average. Leaders can trust that the data speaks for most people.
• eNPS of 34: Better than most companies in the same industry.
• 1,433 Good Vibes (messages of appreciation) shared across the organization in the last six months: Clear proof that team members care about each other, a lot.

How Stingray has been transforming culture with Workleap Officevibe since 2020

When Stingray rolled out Officevibe across the organization in 2020, they focused primarily on Pulse Surveys. Over time, they’ve grown to use the full range of features to their advantage, turning Officevibe into a central part of their feedback culture.

• Reports have become a key tool, offering insights on everything from Good Vibes to engagement and DEIB trends.
• Custom surveys help leaders gauge employee sentiment on specific, timely topics.
• Recognition is a cultural staple, with Good Vibes shared publicly to reinforce appreciation across the organization.
• DEIB surveys are deployed periodically to support Stingray’s ESG initiatives.
• And prior to adopting Workleap Performance, the IT team leaned heavily on Officevibe’s goal-setting tools.

So how did Officevibe start driving real impact at Stingray? It came down to two things: making the platform a core part of company culture, and ensuring it’s used consistently at every level of leadership.

Giving leadership a clearer view across every region

At Stingray, the leadership team strongly believes that the visibility provided by Officevibe helps them implement meaningful change. That’s why they review Officevibe reports every two weeks, and dives deeper into feedback and key metrics three times a year.

But the impact goes even further. With employees distributed across global divisions, it’s easy for the head office to rely on updates from local leadership, often missing the full picture. Officevibe helps fill that gap by capturing direct insights from employees, giving the management team a much clearer view of how things are actually going across regions. This allows them to take action more effectively, and at scale.

Employees also feel the impact of their input. Recognition is a core part of the culture, and Good Vibes are highlighted during company-wide town halls — not just to celebrate those who receive praise, but also those who take the time to recognize others.

“We use it almost like a 360° tool,” explains Marie-Hélène. “It helps foster engagement and a sense of belonging across the company.”

Helping managers connect with their teams more meaningfully

To lead effectively, managers need visibility into their team’s reality. That’s why Stingray relies heavily on Officevibe’s custom survey feature. It allows them to monitor specific topics and challenges as they arise within their teams.

Officevibe also supports the onboarding process. According to Bianca, the questions in onboarding surveys are adapted to each new hire’s familiarity with the company. “It makes a big difference in how new employees experience their first weeks,” she says. The HR team reviews the feedback carefully and works with managers to ensure continuous improvement from those first touchpoints.

“We encourage participation, but we also deliver concrete results with the information we collect,” says Marie-Hélène.

3 ways real-time feedback shaped company-wide decisions at Stingray

Stingray doesn’t just collect feedback; they use it as a launchpad for meaningful decisions that improve everyday life at work. Here are three real-world examples of how ongoing listening and clear follow-through can shape decisions that truly resonate with teams:

1. Easing hybrid work costs Employees expressed concerns about commuting costs when a 3-day in-office hybrid policy was announced. In response, Stingray introduced OPUS and BIXI transit subsidies.

2. Addressing wellness and stress When stress and wellness scores dropped, Stingray opened a gym at HQ, launched weekly yoga and fitness classes, and partnered with Dialogue for a stress-focused information session—all of which received great feedback.

3. Rebuilding alignment after layoffs Following restructuring, alignment scores dropped—especially in IT and sales. Stingray responded with dedicated priority-setting sessions to help teams regain clarity. Scores improved significantly.

Turning insights into business impact

Stingray’s HR team approaches employee engagement with a clear business mindset: they know that investing in people drives better business outcomes — and that feedback is the starting point for real action.

The HR team works closely with managers to turn insights into follow-through. When participation rates drop, HR sends gentle reminders (with managers CC’d) to reinforce that feedback isn’t just collected, it’s used. Officevibe data is shared during company-wide meetings, and HR ensures that follow-ups happen, so employees see the impact of what they’ve shared.

That same data shapes how HR prepares for meetings with business leaders. Before every conversation, they consult dashboards to get a full view of team dynamics — spotting patterns and challenges they might not hear directly from managers. With this context, they can help teams take meaningful action, faster.

And it shows. “We all believe that happy employees will be more productive,” says Bianca. “If they feel a sense of belonging and know they’re being listened to, they’ll be more engaged and feel like they’re part of something that matters.”

Stingray’s latest move: scaling 360° feedback with Workleap Performance

After years of success with Officevibe, expanding into Workleap Performance was a natural next step.

The HR team had already seen how deeply Officevibe had become embedded into company culture since its launch in 2020. But the tipping point came when a portion of the IT team started using Officevibe’s goals section on their own, even without a formal rollout. That interest signaled something bigger: teams were ready for more structured performance tools, and they wanted to stay within the Workleap ecosystem.

So when the time came to rethink their approach to performance management, the decision was easy. With proven adoption, a successful track record, and a shared UI their teams already loved, Workleap Performance offered a clear path forward.

Today, the platform helps managers collect 360° feedback and align growth with OKRs throughout the year without the heavy admin lift.

The result? A streamlined process for collecting feedback and preparing for evaluations, with built-in alignment across departments. As Marie-Hélène puts it:

“It helps formalize the alignment we want across the company. Especially in big teams, it brings clarity.”

3 tips for new Officevibe users from the Stingray HR team

1. Act on feedback: If people feel like nothing changes, they’ll stop sharing. ‍
2. Communicate clearly: Be transparent about what’s working and what’s still in progress. ‍
3. Make it cultural: Launch with purpose and make Officevibe part of the employee journey from day one.