Gut feeling is good. The pulse check is better. It makes invisible team dynamics visible, measurable, and discussable. This gives teams and managers the impetus to appreciate what is going well and to address what needs improvement.
Make your team designers of their work environment. With the pulse check, your teams can see what is going well with them and what isn't. This promotes personal responsibility and makes team development joint project instead of top-down responsibility.
The pulse check regularly reflects on managers how their style is received and what the team needs. In this way, they illuminate blind spots on their own responsibility and further develop their leadership work. Keyword: Positive leadership.
Deep insights in just 3 minutes. The pulse check combines the tried and tested PERMA model of positive psychology with current satisfaction research (work satisfaction). These factors are decisive for employees to perform and flourish in their work.
wyrd's focus on resources gives our teams more clarity, direction and strengthens collaboration.
With wyrd, it became even more clear to us how strongly values and attitudes shape leadership.
A real game changer for effective leadership.
Classic surveys are often annual mammoth projects that take a long time to evaluate. The wyrd pulse check is a continuous “team barometer”. It only lasts 3 minutes, takes place regularly (e.g. quarterly) and provides immediate results. Instead of collecting data for HR, he gives the team and the manager direct impulses to improve collaboration now.
We rely on evidence. The pulse check combines that PERMA model positive psychology with current research on work satisfaction. This is how you measure the factors that are proven to be decisive for commitment, health and performance.
Data without action is useless. Wyrd therefore prepares the results in such a way that they can be discussed immediately. Leaders do not receive bare figures, but context and reflection questions in order to identify blind spots and actively shape the dialogue with the team.
Maximum 3 minutes per check. We have deliberately designed the process to be “lean” so that it is seamlessly integrated into everyday working life and is not perceived as an administrative burden.
We recommend a quarterly rhythm. This is short enough to identify trends early on, but long enough to initiate changes between measurements.
Psychological safety is our foundation. Responses are presented in aggregate to prevent conclusions about individuals. The aim is to recognize patterns in the team, not to control individuals.
Absolutely not! It really makes it possible. With the results, you have an objective base. wyrd is the conversation opener, not the substitute for the conversation.
The primary benefit lies directly in the team. Unlike traditional tools, where data disappears into the “HR or GL silo,” the pulse check returns the results directly to managers. HR/GL is given the meta-perspective (trends across the entire company), but sovereignty and responsibility for action remain where they belong: in the team.
Only if action is not taken. Employees get tired when their input flows in the sand. wyrd delivers results in real time so teams can take immediate action. Experience shows that when feedback has a visible effect, participation remains high over the long term.
