Case Study: Monamit Technology Pvt. Ltd

Executive Summary

Employee feedback, especially about management, is often filtered or sugar-coated due to fear of exposure, leading to poor planning and misplaced priorities. 

A small computer hardware company based in Hyderabad, Monamit, was facing similar challenges—internal communication gaps, declining trust in leadership, and a lack of actionable insights. 

To tackle this, they implemented Confiscore’s Patented Feedback tool. The result? Honest, anonymous, and data-driven feedback that revealed clear blind spots in leadership. 

Within just two days, the company gained deep insight into employee sentiment, resulting in improved leadership behavior, increased team morale, and restored confidence across the organization.

About the Company

• Name: Monamit Technology Pvt. Ltd

• Location: Hyderabad

• Industry: Computer hardware and office digital infrastructure

• Team Size: ~25 employees

• Structure: Hierarchical management system

The Challenge

Monamit was facing significant internal challenges:

• Employees were dissatisfied but unable to express their concerns openly.

• Management was unaware of team sentiment, leading to poor decision-making.

• Confidence in leadership was steadily eroding.

• There was a need for anonymous, bias-free feedback to uncover hidden issues and rebuild trust.

The Solution: Using Confiscore

To address these challenges, Monamit deployed Confiscore’s Internal Confidence Management module.

• Participants: All staff members

• Method: Instead of traditional survey questions, Confiscore used its patented Confidence Assessment Template (CAT). Employees anonymously selected from pre-defined attributes, marking them as happy or unhappy experiences and assigning weights accordingly.

• Bias Protection: The process was completely anonymous and designed to eliminate feedback bias. The CAT system calculated a confidence score using algorithmic aggregation of emotional sentiment, not subjective language.

• Timeline: The entire feedback loop, reporting, and changes in policy were completed in just two days.

Key Insights & Findings

The Confiscore assessment surfaced several critical (anonymized) insights:

• Managers overestimated their clarity, believing they communicated well, while most staff found directions unclear.

• The ratio of the company’s strengths to weaknesses was 64:36. 

• The strengths were mostly dominated by peer-to-peer strength as a team, and weakness was dominated by bad policy making, indecisiveness, and more. 

• Junior employees showed higher confidence in peers than in upper management, indicating strong peer networks but a disconnect from leadership.

• The lowest confidence scores were tied to attributes like "transparency in decision-making" and "recognition of individual effort."

• A noticeable confidence gap existed between departments, with operations reporting significantly lower morale than admin or tech.

Results & Impact

The impact of using Confiscore was immediate and measurable:

• Team confidence in leadership increased by 34% within one month.

• 87% of employees reported feeling safer giving feedback, thanks to the anonymous system.

• Leadership’s average confidence rating rose from 550 to 700+ out of 1000. Which is an increase of 17%.

• Feedback sessions now have 95% participation, up from just 14% in the past.

Time Saved with Confiscore vs. Other Methods (Company with 25 employees)

Money Saved with Confiscore.com 

First Feedback Loop (cost in INR) 

Additional Info:

• Avg salary of HR who would run feedback loop is around 50,000INR p.m.

• Avg salary of management who would understand and implement results is around 2,00,000INR p.m.
  
  

Summary and links to claims 

• Total Time with Confiscore: 2 days

• Time with Traditional Surveys: 10–20 days

• Time with Human Consultants: 15–30 days

Where did we get the above information?.

1. Traditional Survey Tools (like Google Forms, SurveyMonkey, CultureAmp)

Typical timeline based on standard HR or internal research processes:

• Scoping & design: 2–4 days (to figure out what to ask, revise questions, get approvals).

• Deployment & response time: 5–10 days (waiting for responses).

• Analysis: 3–5 days (manual sorting, charting, sentiment reading).

• Total: Usually 10–20 days.

These durations are sourced from:

• Case studies from HR tech tools like CultureAmp, TinyPulse, and Qualtrics.

• Experience in designing feedback loops within small and mid-sized companies.

2. Human Consultancy Firms (e.g., EY, Aon, Mercer, Gallup)

Typical feedback engagement takes:

• 3–5 days for planning & onboarding

• 7–14 days for interviews, surveys, and data gathering.

• 7–10 days for analysis & report generation.

• Plus time for delivery, discussion, and rollout of changes.

• Total: Usually 15–30 days, often more depending on complexity.
  
  

These durations are consistent with:

• Internal reports shared by HR leaders

• Public case studies on consulting firm websites

• Industry averages from sources like SHRM, PeopleMatters, and LinkedIn Talent Blog

https://lattice.com/articles/when-to-launch-and-how-long-to-run-employee-engagement-surveys

https://support.cultureamp.com/en/articles/7048664-planning-your-survey-project-and-timeline

https://workforcescience.com/learn/articles/employee-survey-response-rates

https://mirro.io/blog/employee-surveys

https://technologyadvice.com/blog/human-resources/employee-engagement-survey-results/

https://community.qualtrics.com/survey-platform-54/automating-a-survey-distribution-60-to-90-days-from-initial-response-26147?postid=91256