See how your people actually work together.
Engagement surveys measure how people feel. Pulse measures how they work together: the friction, energy, and hidden connections between the people doing the work.
Three report cuts. Privacy by design. No surveillance.
An average score, and not much else.
Four lenses. One diagnostic.
Self
How individuals see their own way of working: behaviour, habits, and how they hold up under pressure.
Subject
How colleagues actually experience working with a person: the mirror held up to self-perception.
System
The conditions people work inside: workload, autonomy, clarity, and whether it feels safe to speak up.
The differentiator
Dyad
The energy or friction inside specific working relationships. The lens that makes the invisible network visible.
The signals standard tools can't see.
Exit risk, visible early
Strain, silence, and isolation rarely appear alone. Pulse cross-references them to flag likely departures while there is still time to act.
Hidden brokers, surfaced
The people quietly holding your network together, trusted across teams, absent from every succession plan. Pulse names the single points of failure.
The manager effect, isolated
When a team struggles, Pulse separates the workload from the manager. So you fix the actual problem, not the visible one.
Cross-functional friction, mapped
Where collaboration between departments creates energy, and where it drains it. Silos stop being a feeling and become a map.
- One secure link
- Answered on any device. No logins, no app.
- Tailored to each person
- Questions shaped by who each person actually works with.
- Honest by design
- Thresholds and privacy rules are structural, not policy.
Surveys measure mood. Pulse measures the machine.
Not a replacement for listening to your people. A different instrument. Surveys ask how everyone feels. Pulse shows where the work itself creates energy, friction, and risk.
| Dimension | Engagement survey | Frenem Pulse |
|---|---|---|
| Measures | How individuals feel | How people work together |
| Unit of analysis | The individual | The working relationship |
| What it finds | Morale trends and engagement scores | Exit risk, hidden brokers, the manager effect, silos |
| Output | A dashboard score | Three report cuts, each with a next action |
| Privacy model | Anonymous averages | Enforced response thresholds; leadership never sees names |
| Time to signal | Quarterly trend lines | Early, while you can still act |
Ingest. Route. Protect. Deliver.
From boundary to reports in four clear steps. Your part: one file of how the organisation is structured, and honest answers from your people.
Phase 01
Ingest
One export of how the organisation is structured: reporting lines, teams, tenure. Plus a short intake on what's changing in the business.
Phase 02
Route & Collect
Every person inside the boundary receives a secure link. Each pulse is tailored to who they actually work with.
Phase 03
Protect & Process
The engine calculates gaps, thresholds, and confidence, and withholds anything that could identify an individual.
Phase 04
Deliver
Three report cuts land: a private read for each person, a systemic view for leadership, and the relational network map.
Three cuts. Three audiences.
For every employee
The Individual Report
A confidential personal read: where self-perception and colleagues' experience align, the one blind spot that matters most, and a single habit to practise next. Developmental, never evaluation.
For leadership
The Org Pulse Report
A systemic, top-down read: heatmaps of strain, trust, and culture by department and layer. The top risks, their trajectory if unaddressed, and one intervention you actually control.
For the people running the business
The Relational Network Map
The map itself: structural silos, hidden brokers, bottleneck managers, and an isolation watchlist. Early warning of who you could lose, weeks before anyone resigns.
Safe to answer honestly.
Honest answers are the whole product. Pulse only works if every person trusts where their words go, so the guarantees are structural, not policy.
No surveillance
Pulse never reads email, calendars, or chat. Every data point is a question someone chose to answer.
Thresholds, enforced
Team and relationship data stays hidden unless enough people respond. Below the threshold, it is not shown to anyone.
Reports stay in their lane
Individual reports go to the individual alone. Leadership sees systems and patterns, never names.
Asked before every pilot.
Can leadership see individual answers?
No. Individual reports go to the individual alone. Leadership sees patterns at team level and above, protected by response thresholds, never names.
What does it ask of each person?
A focused set of questions, tailored to the people each person actually works with, answered through one secure link on any device. No login, no app, no survey fatigue.
What do we need to provide?
One export of how the organisation is structured (reporting lines, teams, tenure), plus a short intake about what's changing in the business. That's the whole ask.
Is there a minimum team size?
Pulse enforces response thresholds, so relationship and team views only appear when enough people take part. On the intro call we'll confirm whether your headcount and structure will produce a useful read.
Is this monitoring or surveillance?
No. Pulse never reads email, calendars, or chat. Every data point is an answer someone chose to give, and the privacy rules are structural, not policy.
Three products. One operating picture.
1. Diagnose
PulseThis page
See how people actually work together: friction, energy, and risk.
And around again: each new Pulse shows whether the design still matches reality.
See your organisation as it really works.
One link, one tailored pulse, three report cuts. Friction, energy, and risk, visible while you can still act on them.