Employee survey platform Stribe has announced the appointment of Lucy Harvey as Chief Executive Officer, following nine years with the business and several years serving as Chief Operating Officer.
Harvey joined the company as Marketing Manager during its early growth stage, when the business operated a single product, Tootoot, an anti-bullying platform designed to help children and young people safely speak up.
During this period, the business partnered with the UK Department for Education, supported more than 600,000 young people globally, and built the foundations that would later shape Stribe’s approach to employee voice.
Her appointment comes during a period of significant momentum for Stribe, which has doubled customer numbers for the second consecutive year and grown ARR by 40% YoY.
Throughout her time at the company, Harvey has played a central role in shaping Stribe’s operations, customer experience, commercial model and growth strategy.
Under her leadership, Stribe has expanded its customer base across multiple sectors, working with organisations including the UK Space Agency, Chester Zoo, and Newcastle United Foundation.
Speaking about her appointment, Harvey said:
“Stepping into the CEO role feels significant, not just because of the title, but because of what’s happening in workplaces right now. Rising expectations, shrinking resources for HR teams, and more people asking to be heard than at any point in modern working life.
“We’ve spent years helping people find their voice. The challenge organisations face now isn’t simply collecting feedback, it’s knowing what to do with it afterwards.
“There’s a real gap between organisations that gather feedback and organisations that confidently act on it. That’s the problem we’re focused on solving.”
There’s a real gap between organisations that gather feedback and organisations that confidently act on it. That’s the problem we’re focused on solving. 
Harvey’s appointment comes at a time when organisations are navigating big shifts in the workforce.
For the first time, workplaces are bringing together up to six generations of employees, each with different expectations, communication styles and experiences of work.
At the same time, younger generations are entering the workforce with higher expectations around transparency, feedback and involvement in decision-making.
According to Stribe’s Big HR Check-in Report 2025–2026, organisations are investing more heavily in employee listening than ever before, with 78% of HR professionals planning to maintain or increase their use of employee surveys over the next year.
Yet confidence in how effectively organisations measure and act on employee feedback remains low. Only 46% of HR professionals believe their organisation measures engagement effectively.
Stribe’s research also reveals a growing challenge for HR teams; while organisations are gathering more feedback, many struggle to turn insight into action. Budget constraints, lack of leadership support and competing priorities continue to limit progress, with 35% of HR professionals citing budget as the biggest barrier to acting on employee feedback.
At the same time, HR professionals themselves are under increasing pressure.
Stribe’s research found that 85% experience burnout at least some of the time, often due to the growing demands placed on people teams to improve culture, wellbeing and engagement while working with limited resources.
For Harvey, these findings reinforce the opportunity ahead.
“The conversation is no longer about whether organisations should listen to their people. Most already are,” she said.
“The challenge is helping organisations respond with confidence. Employees want to know their voice matters. HR teams want the tools, support and clarity to turn feedback into meaningful change. That’s where we believe the biggest opportunity exists.”
Harvey will lead Stribe through its next phase of growth, with increased focus on helping organisations move beyond collecting employee feedback and towards creating meaningful action from it.
The company says future product development will focus on reducing the gap between hearing employee concerns and knowing how to respond, combining software with practical guidance, frameworks and support for leaders and HR teams.
“As workplaces enter a new era of employee expectations, organisations need more than just data,” Harvey added. “They need confidence. Every feature we’re building is designed to close the gap between hearing something and knowing what to do next.”
Ends.
About the author
Starting out her early career as a journalist, Jade Madeley is an accomplished content writer with 8+ years’ experience across business, personal finance, SaaS, human resources and employee engagement. Working with Stribe, she crafts insightful content that brings complex HR topics to life and drives meaningful action.
