Frequently Asked Questions

Tell Jules is a simple mechanism to hear what your own people already know about running the operation better.

Every day, the people doing the work run into delays, clunky workarounds, and problems you can't see from where you sit, and they usually have a good idea of how to fix them.

Tell Jules gives each person a short, guided conversation to talk through what they see, then pulls all of it together into a clear report: what's slowing the work down, how your people would fix it, and where the same issue keeps showing up across the company.

Tell Jules is for companies where there's real distance between the people closest to the work and the people who make the decisions. That shows up when you have several locations, shift work, teams spread out, or a few layers between leadership and the day-to-day, so the person who can see a problem is often far from the person who can act on it.

It tends to pay off most in industries like banking, retail, manufacturing, logistics, utilities, and food service, where employee knowledge is spread across a lot of people and places.

AI does two jobs here, and neither one is making decisions for you.

First, it runs a natural back-and-forth with each employee, asking follow-up questions until it really understands the issue they're describing. Then it reads across all the conversations, spots the themes that keep coming up, and organizes everything into a clear report. It won't invent problems, make up solutions, or tell you what to do.

Every finding comes straight from something a real person said, and you can trace any of it back to the actual conversations.

No. Tell Jules works whether you already run a formal improvement program or you've never had one. You don't need consultants, facilitators, workshops, or any new internal process to get going. You hand over a roster of employees, and Tell Jules takes it from there: it runs the conversations, organizes what people share, and gives you back a report of what your team already knows about improving the work.

Getting started is simple. You give us a roster of employees, and each person is invited to have a short conversation with Tell Jules by phone or chat, whenever it fits their day, that takes about seven minutes. During the conversation, Tell Jules keeps asking follow-up questions until it understands the problem the person is describing and the fix they'd make.

Once everyone has had their turn, you get all of it in one place you can sort and filter: the issues that keep coming up, the solutions your people suggested, and the patterns across your whole operation.

No. There's nothing to install, no app, and no account to set up. Each person just starts a conversation with Tell Jules using a unique access code you share with them. Keeping it that easy is on purpose, because the simpler it is to take part, the more honest and complete what people share tends to be.

Each person gets a unique access code and can start a conversation with Tell Jules by phone or chat whenever it suits them. If your teams have email, you can send the invitation that way. For frontline or deskless teams, managers just hand out each person's code. People decide when to jump in, and Tell Jules never calls anyone or makes them book a time. They come to it, on their own schedule.

About seven minutes on average. That's usually enough for someone to walk through the problems they run into and how they'd fix them. Because Tell Jules asks follow-up questions based on what each person says, the conversation gets deeper than a typical survey while still staying short enough to fit into a normal workday.

Yes. People can talk with Tell Jules in virtually any language, so they can explain things in the words they're most comfortable with. For teams that speak several languages or work across different countries, this often surfaces things that would get lost in translation or flattened into a simple survey answer.

Yes. Tell Jules is already an expert in your industry, so it knows the terms, roles, and workflows your people use and can ask sharper follow-up questions without anyone having to explain the basics. That know-how is built in from the industry itself, and your company's own data stays out of it. Your conversations stay private, and they're never used to train AI models.

Very little. There's nothing to integrate, install, or maintain on your end. The one thing that really helps is leadership telling employees the effort is real and worth their time, and encouraging them to take part. After that, Tell Jules handles the conversations, organizes what comes back, and delivers the final report.

Yes, and most companies encourage it. Since each conversation takes about seven minutes and people can do it whenever it's convenient, it's usually easy to fit into the day. A lot of customers treat it the same way they'd treat a required training or a team meeting: a small block of time that helps surface ways to make the work better.

Yes. Most people already know what's making their work slower or more frustrating, but they've never had a simple, trusted way to say so. Because talking to Tell Jules is easy, feels like a real conversation, and can be kept anonymous, participation in our trials has been consistently strong. People want the chance to make the work better. They just haven't had an easy way to do it until now.

Most people are surprised by how natural it feels.

Tell Jules is patient, doesn't judge, and asks thoughtful follow-up questions without cutting anyone off or rushing them. A lot of employees end up sharing more than they would in a meeting, because there's no audience, no hierarchy, and no office politics in the room. The point is simply to make it easier for everyone to be heard, on top of the conversations managers already have.

Yes. Before you start, you pick one of three ways to handle names: anonymous, confidential, or attributed. Anonymous means no names are collected at all.

Confidential means names are kept private and never show up in the report, but they're known behind the scenes so Tell Jules can track patterns accurately. Attributed means the leaders you authorize can see who shared each idea. Whichever you pick, you get the same findings, patterns, and employee ideas. A lot of companies start anonymous or confidential the first time to help people speak freely, then adjust as trust grows.

It depends on the option you chose at the start. With attributed, the leaders you authorize can see who shared each insight. With confidential or anonymous, the report shows only the findings, the supporting quotes, and the patterns across conversations, with no names attached. You lock this in before the project begins, so it matches your culture and what you're trying to do. In every option, Tell Jules is there to surface problems and ideas, and it never scores or rates individual people.

Tell Jules was built with frontline teams in mind. People can take part by phone or chat with a simple access code, so there's no company email, computer, app, or portal needed. That makes it just as easy to include retail associates, manufacturing and warehouse teams, field technicians, and restaurant staff as it is to include people at a desk.

You'll learn what's slowing your operation down, why it's happening, and how your people think it should be fixed. Tell Jules groups everything into clear themes, so a few hundred separate conversations turn into a short list you can actually work with. You can see at a glance which issues are one-offs and which are hitting a lot of people, teams, or locations, and for each recurring one you'll get how employees describe the problem, the fixes they suggest, how often it came up, and guidance to help you weigh the impact.

You get all the findings in one place you can sort, filter, and drill into, so you can work through them in whatever order makes sense.

Each finding covers one issue: the problem in employees' own words, the solutions they suggested, how often it came up across the company, the departments likely to be involved, and practical guidance for weighing the cost, risk, and business impact. The whole point is to take what your people already know and organize it into something you can understand quickly and act on.

Tell Jules is built to surface the everyday operational problems that rarely make it into a report but steadily eat up time, money, and attention. Think unnecessary approvals, the same workarounds over and over, teams that aren't communicating, clunky processes, software headaches, duplicated work, gaps in training, recurring customer complaints, or an employee's idea for doing something more simply.

Most of these aren't dramatic. They're the small, practical fixes people run into every day, and they add up to real money across a lot of people and locations.

Here are a few real ideas surfaced through the Idea Harvest™ methodology that Tell Jules is built on:

• A Production Line Supervisor suggested switching from large-diced to small-diced tomatoes in sauce production, reducing both production time and ingredient costs. Estimated annual value: approximately $850,000.
• A Brand Manager recommended reducing the number of pepperoni varieties from 22 to 7, allowing the company to negotiate better volume pricing without affecting customer satisfaction. Estimated annual value: approximately $278,000.
• An ATM Operations Manager proposed replenishing cash based on each ATM’s actual usage instead of a fixed schedule. Estimated annual value: approximately $135,000.
• A Field Supervisor suggested having crews identify tree-trimming opportunities during their normal routes instead of relying entirely on computer-generated schedules. Estimated annual value: approximately $122,000.
• A Store Manager noticed stores were routinely receiving more promotional window posters than they had windows and proposed shipping only what each location could actually use. Estimated annual value: approximately $78,000.

None of these ideas needed fancy technology or a big reorganization. They came from people close enough to the work to spot things leadership couldn't easily see.

Not on purpose. Tell Jules is meant to give you a strong head start, and the final call is still yours. Each finding hands you the context, the supporting evidence, the employee suggestions, and guidance for evaluating the idea, so you can make an informed decision. Leadership still decides what to prioritize, what needs a deeper look, and what can wait.

No. Tell Jules helps you understand what your own organization already knows. It won't prioritize projects for you, make business decisions, or stand in for your judgment. Its job is to surface what your people know, organize it clearly, and put it in front of the leaders who decide what happens next.

Because every finding comes straight from your employees. Tell Jules won't invent a problem, make up a recommendation, or hand you generic consulting advice. All it does is run the conversations, organize what people actually said, and pull out the patterns that repeat. Any finding can be traced back to one or more real conversations, so you can trust the report reflects your own people, with the AI only ever doing the listening and organizing.

No, though it's fair to wonder, since all three collect input from employees. Each one was built for a different job, though.

A survey measures opinions using a fixed list of questions. An engagement platform tracks how people feel about their work. A suggestion box waits for the few people who sit down and write up a polished idea.

Tell Jules works differently: it has a real back-and-forth with every employee, asking what they see in the actual work and following up in the moment to understand the problem and its impact. You end up with a clear picture of what's slowing the work down and how your people would fix it, from everyone you invite, including the many who'd never fill out a form on their own.

No, and it isn't trying to.

What Tell Jules does really well is one specific thing: gathering what your people already know about the operation and turning it into clear findings. Companies often hire a consultant to run that kind of discovery, but your own people already have those answers, so you don't need to pay an outside firm to go dig them up. Where a consultant would interview a small sample over a few weeks, Tell Jules hears from your whole workforce in a fraction of the time and cost. Consultants earn their fee when you need real outside expertise your team doesn't have in-house. Surfacing what your own people already know is a different job, and it's the one Tell Jules handles, so that knowledge reaches your managers and your improvement team first.

You should, honestly. Good managers already talk with their teams and push people to share ideas for improving the work. The hard part is distance and scale. In a bigger company, the useful knowledge is scattered across a lot of people on different shifts, in different locations and roles, and the person who can see a problem is often nowhere near the person who can fix it. Collecting all of that consistently, and turning it into something leadership can actually use, is genuinely hard to pull off by hand. Tell Jules gives you a simple, repeatable way to gather those conversations across the whole organization and pull the findings into one clear picture.

Yes. Your data stays yours, and your company's information is never used to train AI models. Tell Jules runs on Microsoft Azure and follows enterprise security and privacy standards, including HIPAA, PCI DSS, GDPR, and SOC 2 Type II. It never intentionally collects protected health information, and if any is shared by accident, it's removed automatically. Once your project wraps up, the conversation data is deleted under our zero-retention policy.

No. Your company's data and your employees' conversations are never used to train AI models, and they're never mixed with any other customer's information. Your project stays private from start to finish.

No. People take part with a unique access code, not a phone number. If your teams have email, invitations can go out that way, and for frontline or deskless teams, managers just hand out each person's code. A phone number is never required.

It starts with a short onboarding call. On it, we'll settle on a group of 25 to 50 employees, walk through how participation works, and help you get ready to launch. Once you share the roster and give your team a heads-up that it's coming, your people can start.

Yes, it's completely free. There are no setup fees, no subscription, and no credit card required.

Most trials wrap up within one to two weeks. That's enough time for people across different locations and schedules to take part, while still getting you results quickly.

We'll go through the findings together and answer any questions about the report. If Tell Jules looks like a fit, we'll talk through options for rolling it out to more teams or locations. If it's not for you, there's no obligation to keep going.

Tell Jules is built on Idea Harvest™, a method Harvest Earnings has used for more than 30 years to help companies uncover employee-driven improvements. Tell Jules takes the discovery part of that method, the part where you gather what people already know, and turns it into an AI-powered platform that can reach every employee, where the older approach could only interview a handful of people by hand.