We’re excited to be partnering with Vault City Brewing – an independent brewery that puts creativity, community, and people at the heart of everything they do. At Trickle, we believe that giving people a voice and taking action together creates stronger, happier workplaces. Vault City Brewing gets it – and we’re proud to support their team as they continue to grow their culture, their people, and of course… their exceptional sours. “Vault City Brewing is a brilliant example of a business that’s scaling with purpose – building a culture where people are empowered to thrive. We’re really looking forward to being part of that journey.” — Paul Reid, CEO, Trickle More to come. #Partnership #PeopleFirst #TrickleWorks #CultureThatWorks
Trickle
Software Development
Edinburgh, Scotland 1,731 followers
Spot challenges early and solve them quickly, together with Trickle - the always-on employee voice platform.
About us
Workplace challenges don’t wait, and neither should you. Organisations face constant change, growing compliance pressures, and rising employee expectations. To stay ahead, leaders need real-time visibility into emerging issues — so they can act fast and drive continuous improvement before small frustrations turn into costly problems. Here’s why organisations choose Trickle: Small frustrations quickly become big problems Left unaddressed, they lead to disengagement, high turnover, and lost productivity. With Trickle, 74% of issues raised lead to action, helping organisations stay ahead of problems before they escalate. Change fuels uncertainty — transparency builds trust Whether it’s restructuring, new leadership, or evolving processes, change creates uncertainty, which can fuel anxiety, resistance, and a lack of trust. Trickle gives leaders the tools to respond 3x faster than traditional engagement surveys, with most issues resolved within an average of one month — showing employees that concerns are heard and acted on, even in times of uncertainty. Employees expect transparency and visible action In an environment where uncertainty is already high, employees want reassurance that their voices matter. They won’t wait months to see if their feedback leads to change — they want timely responses and transparency at every step. With Trickle, 61% of raised concerns reach a positive outcome, helping to build trust and confidence in leadership. Compliance can’t be ignored Regulations like the Workers Protection Act mean organisations need safe, auditable ways for employees to raise concerns, and leaders need to prove they acted on them. Trickle’s real-time, transparent platform helps leaders capture and address issue early, turning insights into collaborative action, and building a culture of trust and continuous improvement — even when uncertainty is high. Don’t wait for the next resignation, productivity dip, or compliance failure to act. Contact Trickle today.
- Website
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http://www.trickle.works
External link for Trickle
- Industry
- Software Development
- Company size
- 11-50 employees
- Headquarters
- Edinburgh, Scotland
- Type
- Privately Held
- Founded
- 2017
- Specialties
- futureofwork, Anonymous feedback, collective action, Efficiency, Productivity, employee engagement, transparency, task prioritisation, Organisational Devlopment, Actionable insights, Data driven decisions, Psychological safety, leadership development, inclusivity, Continuous improvement, and employee wellbeing
Locations
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Primary
Get directions
South Charlotte Street
Edinburgh, Scotland, GB
Employees at Trickle
Updates
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Surveys might tell you what your people think, but they don’t always show you why it matters or what to do next. The truth? It’s not survey fatigue. It’s inaction fatigue. When feedback goes nowhere, trust breaks. And when trust breaks, engagement and retention suffer. We built the Employee Engagement Healthcheck to help leaders spot the gaps, so you can start closing them. * Find out how your people really feel * See how your strategy compares * Get tailored steps to improve impact Take the Healthcheck now It’s fast. It’s free. And it might just highlight what your people are already trying to tell you. https://lnkd.in/ecgRM4QB #EmployeeVoice #InactionFatigue #EmployeeEngagement #HRLeadership #TrickleWorks
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Here are Paul Reid’s thoughts on last week’s The CIPD in Scotland Annual Conference – and we couldn’t agree more. It was a fantastic day all round. We loved speaking to so many people, making new connections, and catching up with existing customers. The buzz in the room around Employee Voice and driving real change was energising – and Paul’s panel session with leaders from Asda and the BBC was a real highlight. One of the key messages that really landed: Feedback without action is just noise. And it’s not just a nice-to-have. When organisations fail to act on feedback, it leads to frustration, burnout, and disengagement. But when they get it right? Engagement goes up, attrition drops, and everyone benefits. At Trickle, we’re all about turning feedback into meaningful action – and it was brilliant to see just how many people are ready to do things differently. Thanks again to everyone who came along to the session or popped by the stand – we really enjoyed the conversations, and we’re looking forward to continuing them! If you’re thinking about how to tackle “inaction fatigue” in your organisation – we’d love to chat. #CIPDScotland #EmployeeVoice #Trickle #HRLeadership #WorkplaceCulture #EngagementMatters #FeedbackToAction
Founder & CEO at Trickle | the platform that enables leaders to spot challenges early & solve them quickly - together.
Feedback without action is just noise. Last week, I had a brilliant day at the CIPD Scotland Annual Conference, including the pleasure of joining a fantastic panel alongside leaders from Asda and the BBC to discuss the power of employee voice. We had a brilliant turnout - 150+ people joined our session - and the energy in the room really reflected the appetite for doing things differently when it comes to engagement and Employee Voice. One of the key take-aways from the panel was this: 🎯 If you’re asking for feedback, you need to plan for what happens next. A recent Harvard Business Review survey of HR leaders from orgs employing 2m+ employees revealed the rise of “inaction fatigue” - the frustration people feel when they share feedback but see no response or progress. It’s not just a morale issue - it’s a business risk. ☹️ Organisations that fail to respond meaningfully to feedback see higher levels of burnout and disengagement, ⭐️ Those that do are rewarded with 30% lower attrition. And it’s so avoidable. At Trickle, we’ve built our platform to make sure engagement and action go hand-in-hand. Every idea, concern or piece of feedback becomes a live thread of activity - people can follow progress, get involved, and see what’s being done. It brings transparency, momentum and agility to the issues that matter most - and have the best chance of improving efficiency and morale. I really enjoyed being part of the conversation 🗣️last week, and it was brilliant to see so many people there in person. Thanks to everyone who joined the panel or stopped by the Trickle stand for a chat afterwards! How are you tackling “inaction fatigue” in your organisation - what’s working?
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Are we truly listening to employees during times of uncertainty? Workplace change is inevitable—restructures, transformation and downsizing —they all create uncertainty. But the real risk? Leaders who miss what employees are actually experiencing. Tomorrow, at The CIPD in Scotland annual conference, we’ll be discussing how organisations can move beyond surveys and assumptions to real-time insights and action when our CEO Paul Reid joins the panel "Breaking the Silence – Championing Collective Voice to boost engagement" We’ll also be at the Trickle stand, where we’ll be: 📌 Inviting you to share your thoughts on workplace challenges during times of uncertainty on our interactive board 🍪 Sharing Workplace Reality Check fortune cookies 🌱 Giving away succulents (because great workplaces need care to thrive) If you’re attending CIPD Scotland, come say hi and let’s talk about how organisations can lead change with confidence and build trust during times of change. #CIPDScotland #EmployeeVoice #HRTech #Leadership
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Hear what our CEO, Paul Reid, has to say about the Broken Windows Theory and how small workplace issues, if left unchecked, can snowball into bigger challenges. Paul shares how this insight shaped Trickle and why spotting and addressing problems early is key to a thriving organisation. 👇 👇
Founder & CEO at Trickle | the platform that enables leaders to spot challenges early & solve them quickly - together.
After my last post, I noticed a few people saying they hadn’t heard of the Broken Windows Theory before, so I thought I’d follow up with some detail. Ever noticed how small issues, left unchecked, tend to snowball into bigger problems? That’s the idea behind the Broken Windows Theory - a key concept from crime prevention that suggests if a broken window in a neighbourhood is left unrepaired, it signals that no one cares, and disorder escalates. But this doesn’t just apply to cities - it happens in workplaces too. 😧 A minor frustration goes unaddressed. 🤫 People stop bothering to raise concerns. 🥱 Engagement and morale decline. ‼️ Before long, small cracks in performance and culture become major fractures. At Sigma Seven, we applied the Broken Windows Theory to how we ran the business. It wasn’t just a concept - we talked about it openly with the team. Every problem - big or small - was surfaced, prioritised, and tackled before it could escalate. It worked really well, but it was a manual process - whiteboards filled with challenges, team votes to prioritise them, and collective engagement and action to deliver improvements that would benefit us all. That experience shaped how we built Trickle - to give leaders a real-time view of emerging issues, ensuring that small problems don’t turn into costly crises. 🤔 Here’s a key leadership question for these uncertain times: Are the “broken windows” in your organisation being spotted and addressed, or are they lurking somewhere within your hierarchy, ready to snowball and cause nasty surprises? Would love to hear what you think about this - how do you stop small workplace issues from spiralling? Photo: Broken Windows whiteboard session c2014 ✍️
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The Problem Leaders Face Most leaders don’t know about a workplace issue until it’s already a major problem. By the time frustration turns into resignations, a productivity slump, or a toxic culture, it’s too late. ❌ Annual surveys? Too slow. ❌ One-off employee forums? Too staged. ❌ An ‘open-door’ policy? Employees still hold back. Trickle changes this by giving leaders a live pulse on what’s bubbling under the surface before it’s too late. How do you currently spot emerging workplace issues? #Leadership #EmployeeExperience #FutureOfWork
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Is your organisation based in Scotland? If so, are you complying with Scotland's Fair Work Framework? With the goal of establishing Scotland as a leading Fair Work nation by 2025, this framework sets a global standard for creating progressive and inclusive workplaces. It’s built around five key pillars: ✅ Effective voice ✅ Opportunity ✅ Security ✅ Respect ✅ Fulfilment Read our blog to find out more and discover how Trickle can help your organisation comply: https://lnkd.in/e3anAXEG
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If you joined us for our recent webinar on Social Wellbeing & Inclusion, you’ll know just how important it is to actively design inclusion into every aspect of your workplace culture. We’ve pulled together the top five practical tips from the session, covering everything from psychological safety to measuring real impact — all designed to leaders create more inclusive, connected teams in 2025. It’s packed with quick wins you can put into action straight away — whether your teams are fully in-office, hybrid, or remote. A massive thank you to Katy Morrison (Assoc. CIPD) and Kyle Young for the insight and knowledge that they shared.
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When we talk about workplace improvements, they don't need to be huge, transformational changes. We were inspired by Dr. Kevin Teoh from Birkbeck, University of London, who highlighted how workplace interventions–or even small improvements–can have a big impact. One great example he shared in one of our webinars was from an NHS team that restructured their monthly meetings. By changing the format, they not only saved each team member four hours per month but also transformed the meetings from a mandatory chore into an engaging session that people genuinely looked forward to.