Purpose-built to measure union vulnerability through indirect inference. Six dimensions. Supervisor-level resolution. The intelligence to find and fix the conditions that create organizing interest, before a petition arrives.
SentimentIQ is not a general engagement tool. It was purpose-built for one problem: understanding union vulnerability before it becomes a union campaign. If your workforce has concerns leadership doesn't know about, this is how you find out.
SentimentIQ measures all six simultaneously, weighted by their predictive relationship to union organizing interest, not general satisfaction or engagement, which flatten the dynamics that actually matter.
Trust, fairness, and consistency of direct supervisors. The single strongest predictor of union interest across every industry studied. An employee who genuinely trusts their supervisor rarely concludes they need external representation.
Whether employees feel informed, included, and respected in how decisions are communicated. Poor communication is frequently the first dimension to deteriorate before organizing begins, and the easiest to address once identified.
Perceived fairness of compensation relative to contribution and market, not absolute dollar amounts. Employees who feel their effort goes unrecognized become organizing candidates regardless of their actual pay level.
Physical environment, workload balance, scheduling equity, and whether employees believe the company genuinely prioritizes their wellbeing. Often a signal layer for deeper trust failures rather than a primary grievance on its own.
The overall emotional connection employees have with their job, team, and company. Belonging, pride, morale, meaning. Low scores indicate a workforce that has disengaged, a precondition for organizing interest, not a direct driver of it.
Measured through field-developed proxy indicators woven throughout the assessment, not direct questions about union support, which create ULP exposure and produce unreliable data. The sixth dimension infers what it cannot ask. This is the methodological core that separates SentimentIQ from every general engagement tool on the market.
The Union Sentiment Index measures workforce-level conditions correlated with organizing interest. It does not score, identify, or make any individual employee identifiable. No results are reported for any group smaller than eight respondents, so supervisor-level resolution never comes at the cost of anonymity.
Output exists to inform leadership and operations decisions. It is not used for discipline, individual employment decisions, or monitoring of any employee. The full methodology, including how inference is constructed and how results should and should not be read, is reviewed in a confidential briefing.
Most leadership teams believe their workforce is in the green. SentimentIQ measures where they actually are. The gap between those two data points is where organizing campaigns are built.
The marker above shows where most organizations land when measured for the first time. Not because they are poorly managed, but because no one was watching the right dimensions. That changes the moment SentimentIQ is deployed.
Strong scores across all dimensions with stable or positive trend. Employees feel heard. Internal channels are working. Organizing interest is low and unlikely to gain traction without a significant triggering event.
One or more dimensions showing weakness. The conditions for organizing interest exist but have not consolidated into collective identity. Early intervention here is most effective and least expensive.
Management trust and/or communication scores critically low. Employees have concluded that internal channels do not work. Organizing activity may already be underway. Every day of delay is costly.
From roster intake to leadership debrief, designed to move at the pace your situation demands without sacrificing the rigor that makes the data trustworthy.
HR provides an employee roster, IDs and contact information only. We configure deployment around your shift structure, departments, and locations within 48 hours.
Each employee receives a unique, untraceable access code via SMS or email. No app download. No login. Participation tracking and response data are separated at the system level, not just the policy level.
Employees complete on their own time across all shifts and locations. You monitor real-time participation rates through a live dashboard, without ever seeing individual responses.
Blue Sky processes responses through the SentimentIQ model and conducts structured interviews with management and employee cross-sections to identify the operational conditions driving each score.
Full findings presentation: six-dimension scores, department and supervisor rankings, root cause analysis, and a phased gap-close roadmap with assigned owners and timelines. Executable the morning after the debrief.
Every SentimentIQ engagement delivers four concrete outputs. Not a report that sits in a folder. Intelligence that changes what leadership does the next morning.
Scored results across all six dimensions: Management Effectiveness, Communication Quality, Pay & Benefits, Safety & Work Conditions, Work Experience, and Union Sentiment Index, with trend analysis and cross-location comparison where applicable.
Risk stratified by department, shift, and supervisor span of control. Not just which facility is vulnerable, but which supervisor's team is driving the aggregate score down. This is where the decision-grade intelligence lives.
Operations-lens diagnosis of the specific conditions driving low scores: scheduling decisions, communication failures, management behaviors, compensation perception gaps. The source of the problem, not just the symptom score. Conducted through dual-phase structured interviews with management and employee cross-sections.
A phased action plan bridging the current state to the desired state: a workplace where employees feel genuinely heard and valued by leadership. Specific actions, specific owners, specific timelines. Not a theory. A plan your team can execute starting the morning after the debrief.
Engagement scope is shaped by your workforce size, number of locations, and the depth of intelligence your situation requires. Every proposal is tailored. Every inquiry is confidential.
A contested NLRB election is not just a legal event. It is an operational disruption that touches every level of your organization: before, during, and after the vote. The costs are real, they compound quickly, and most of them are invisible until it is too late to avoid them.
A 30-minute conversation costs you nothing. What you learn may be the most valuable intelligence your leadership team receives this year.
Thank you. We will be in touch within one business day.