For Companies
Employee wellbeing and internal mobility assessments, reported at team level only.
Most workplace wellbeing programmes fail for the same reason: they ask employees to self-report to their employer. People are not naive about that, so the data is useless and the programme quietly dies.
How this is structured differently
Employees receive an access code. Their individual responses are never visible to the organisation — not to HR, not to a manager, not to anyone. What you receive is an aggregate picture at team or department level, with a minimum group size so nobody can be identified by inference.
That boundary is stated in the employee’s own report, which is the only reason the answers are worth anything.
What you can measure
- Where strain is concentrated across teams — workload, sleep, focus, withdrawal
- How many employees describe difficulty that is affecting their daily functioning
- Trends across repeat check-ins, so you can see whether an intervention actually did anything
- Uptake of counselling sessions, without knowing who used them
What this is not
It is not a screening tool for hiring, promotion or performance management, and we will not supply it for that purpose. It is not a diagnosis of any employee. And it does not replace an employee assistance programme — it tells you whether you need one and where.
Career and role-fit assessments
The professional career assessment is also available for internal mobility programmes — helping employees identify realistic internal moves rather than leaving to find them. Aggregate reporting works the same way.