Sees their own data
Their account is theirs. Nobody else sees it.
- Their check-in and their trend
- Anonymous surveys
- Benefits, recognition and short courses
- A private assistant HR doesn't see
- Nobody sees their answer
How it works
Four steps, always in this order. What is measured is understood per team. What is understood becomes a plan. What was done is reviewed at 30 days.
Next: workload and mood. Only you see your answer.
SendThe cycle
There isn't a survey module, an alerts module and a reports module. It's the same journey from start to finish.
1 · Measure
Energy, workload and mood with three buttons. Or an anonymous survey: climate, eNPS, workload, onboarding or exit. They log in with the invitation or, without corporate email, with the company's QR code and an SMS.
Next: workload and mood. Only you see your answer.
Send2 · Understand
Every team, site and company has a 0-to-100 score and seven dimensions: mood, energy, stress, workload, work-life balance, satisfaction and recognition. Only shown with 5 responses or more. When something shifts, an alert fires, explained in plain words.
Score 0–100. Only shown with 5 responses or more.
3 · Act
An alert doesn't stay on a chart. It becomes a plan with an owner, an action and a review date. The manager runs it; HR follows it. There are team rituals and ready-made resources so nobody starts from scratch.
4 · Check
What was measured, what was done and how the period moved. It reads without logging into the platform and helps decide the next step. It says so in its methodology: correlation is not causation.
Correlation, not causation.
Rollout
No months-long project and no mandatory consultant. This is what happens in the first 30 days.
You create the company, the sites and the teams. You can import staff from a spreadsheet. No card.
People with email get an invitation. People without scan the company's QR code and verify their phone by SMS. An employee ID can be required.
As soon as a team gathers 5 responses, its score appears. It depends on participation; that's why the check-in takes 20 seconds.
A report brings together what was measured, the alerts, the plans and how the period moved. From there, the cycle repeats.
Roles
The rule doesn't change: each person sees their own data, the team is read as an aggregate and nobody sees a record.
Their account is theirs. Nobody else sees it.
Only as an aggregate and from 5 responses.
Map, alerts, plans and report. Never a record.
Each person sees their own data. HR sees the team, and only from 5 responses. Never an individual record.
The rules
Creating the company and the structure of sites and teams is done on day one. The invitations or the QR code go out that same week. The first readings appear when a team gathers 5 responses; that depends on participation, not on us.
No. Most start with the check-in and a quick survey. Plans, benefits, recognition or courses are switched on when the programme needs them.
It isn't shown. It counts towards the site and the company but doesn't appear on its own. If you want to read it, group it with another team under the same site.
Not causally. It brings together what was measured, what was done and how the period moved, and says so in its methodology: correlation is not causation. It helps decide the next step.
HR sets up the company, launches surveys and reviews alerts. The HR assistant helps draft and prepare surveys or plans, always with aggregated data. Managers run their plans.
Start today
Set up the company today, QR code or invitations this week, first readings once you reach 5 responses.
€3 per employee per month. No lock-in. No card to start.