The listening platform connecting factory to offices. Give a voice to your operators to detect risks (PSR, safety), value know-how, and strengthen your industrial employer brand.
Octomine Solution for Industry: Octomine is the social steering solution designed for production environments (factories, logistics, maintenance). We allow capturing the feelings of non-connected employees ("deskless"). Our HR AI analyzes this mass of data in real-time to isolate root causes of disengagement, without you having to sift through thousands of comments. Steer social climate and behavioral safety with precision.
In a tense sector where the "war for technical talent" rages, ignoring the social climate of your production sites costs dearly in productivity and quality.
Absenteeism and turnover disrupt shift teams (3x8, 5x8) and increase the mental load of those present. A tired or disengaged employee is less vigilant. Measuring well-being acts directly on your Frequency Rate and active prevention.
Absenteeism and turnover disrupt shift teams (3x8, 5x8) and increase the mental load of those present. A tired or disengaged employee is less vigilant. Measuring well-being is also HSE prevention.
Welders, machinists, leather workers... In these shortage occupations, the sustainability of your industrial tool relies on your ability to retain rare skills. Beyond recruitment, the challenge is to cultivate a strong climate of belonging that naturally encourages your historical experts to mentor the next generation and transmit their technical excellence.
| 🎯 Problematic | 🛠️ Octomine Solution | ✅ Benefit |
|---|---|---|
| Non-Connected Operators. On the line or in maintenance, your workers don't have work email. Return rate is often low. | QR Code Access & “Kiosk” Mode. Participation via personal smartphone or shared tablet in break room. | 100% Inclusion. You finally capture real field sentiment, not just that of managers. |
| Multi-Site & Team Management. Comparing a rural factory and an urban logistics site makes no sense. | Fine Segmentation. Analyze by Site, APU (Autonomous Production Unit), or Team (Morning/Afternoon/Night). | Targeted Action. Spot if malaise comes from a site, a material problem, or a local managerial practice. |
| Social Climate & Latent Tensions. Rumors, worries, and organizational changes feed “corridor noise”. | Regular “Pulse” Surveys. Take the pulse of social climate continuously to objectify debates and perceptions. | Constructive Social Dialogue. Defuse tensions by replacing “hearsay” with factual data. |
| Ardousness & Safety. Difficult working conditions: noise, heat, shifted hours. | QWLC & PSR Module. Correlate feelings on working conditions with your absenteeism and accident indicators. | Risk Prevention. Identify stress factors before they turn into sick leave or workplace accidents. |
Context: A major personal equipment chain (150+ points of sale) faced increasing difficulty recruiting and retaining its Store Managers (SM).
Contrairement aux idées reçues du siège qui pensait à un problème de rémunération, l'enquête a révélé un sentiment d'isolement des DM et une surcharge administrative qui les éloignait du terrain.
Mise en place de “Feedback Loops” trimestrielles et simplification des process de reporting remontés comme “irritants” via la plateforme.
• 12% turnover on store management positions.
• +8 points in global eNPS (Engagement Level).
• Identification de 4 pratiques toxiques localisées, corrigées par la formation des managers régionaux.
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