Simple by design

EHS is designed to work quietly in the background of an organisation. It doesn’t rely on survey cycles, long questionnaires, or special events.

Instead, it provides a simple, repeatable way to understand how your people feel over time.

How EHS works

One question. One score. Nothing else to manage.

EHS captures how your people feel about working for you through a single question, sent on a regular cycle. Employees pick the face that best matches how they feel about working at your company, add a comment if they choose, and that's it — the whole thing takes seconds.

Responses are anonymous to your team by default. People are known to the platform so each person responds once per cycle, but no manager or HR lead can see who said what. The result is a participation rate and a signal quality you won't get from a named survey.

From each cycle, EHS generates a live 0–100 Employee Happiness Score, alongside the main themes behind it — updated continuously, benchmarked against organisations in your sector and visible to the right people the moment responses come in.

No long surveys. No delays. No programme to run.

Just a clear, continuous read on how your people feel at work - early enough to act on.

One question. Anonymous by default.

For employees, EHS is deliberately simple. Each check-in always works the same way and takes seconds to complete.

Employees are asked to:

  • pick the face that best matches how they feel about working at your company

  • optionally add a short comment explaining why

  • submit - anonymously, by default

The same question, every cycle: how do you feel about working at your company? The consistency is intentional, it's what makes your score comparable over time and what makes the EHS benchmark meaningful across your sector.
How the score works
How the score works Dashboard

How the score works

Every response feeds into a live Employee Happiness Score between 0 and 100.

The score is designed to behave like a KPI leaders already understand. It moves as sentiment changes and can be tracked over time or compared across teams, roles, sites, or any other group the organisation chooses.

To reflect reality, EHS weights the extremes more heavily:

  • actively unhappy responses matter more because they tend to drive outsized cost

  • actively happy responses matter more because they tend to lift performance

And because every organisation uses the same question and the same methodology, your score isn't just a number you track internally — it's benchmarked against organisations in your sector, giving it a context that no internal survey can provide.

Feedback goes to the right people. Not everyone.

Routing is set up once, kept simple and never visible to the employee at the point of submission.
assign, task, responsibility, accountability, job
The organisation sets the routing

Before EHS goes live, the organisation configures who receives feedback. An Organisation Admin sees everything by default. Line manager visibility is an optional toggle - on where it's useful, off where it isn't. No complex routing trees.

communication, honesty, accountability, integrity, confirm
Employees don't choose where it goes

Employees aren't presented with routing decisions at submission. They select a score, add a comment if they want to and submit. Their response is anonymous by default — routing happens invisibly in the background.

review, accountability, audit, inspect, document
The one choice that stays with the employee

Before submitting, employees can choose to reveal their identity. It's off by default, never prompted and entirely optional. If they don't act, they remain anonymous. Full stop.

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The right people are notified

When feedback arrives, the right person receives a notification prompt — nothing more. No content, no names, no details. They log into EHS with their own credentials to read it. Insight reaches who needs it. It doesn't travel further.

The vault stays locked

Nothing leaves the platform. Notifications contain no feedback content — there is nothing to forward, screenshot, or share. Feedback is readable only inside EHS, only by the people configured to receive it, only with the right credentials.

How leaders use EHS

For leaders, EHS provides a clear, shared view of sentiment across the organisation.

Leaders can see:
goal, focus, accountability, performance, aim
The current EHS score
report, accountability, data, document, results
How it is trending over time
assign, task, responsibility, accountability, job
Where it differs between teams or groups
evaluation, performance, accountability, employee, review
The main themes behind the score

This makes it possible to distinguish isolated movement from sustained patterns.

Instead of relying on anecdote or waiting for problems to surface in lagging metrics, they have a simple reference point they can return to regularly.

Understanding what's behind the score

The score moves. Ask EHS explains the movement.

Every cycle, Ask EHS scans the anonymous feedback and identifies the themes sitting behind the number,  so leaders spend time acting on insight, not searching for it.

No reports to run. No manual analysis. Just ask what you want to know in plain English and get a clear, direct answer drawn from your own data.

It works exclusively on anonymous responses. Feedback from employees who have chosen to reveal their identity is readable by the relevant people inside EHS, but is never part of what Ask EHS sees or surfaces.

More signal. Less noise. The score and the story behind it, in one place.

Continuous, not episodic

EHS runs continuously rather than in cycles.

It creates a live view of sentiment over time, rather than a snapshot taken after the fact. This avoids survey fatigue and reflects how pressure actually builds in organisations.
Spread check-ins over time to create a steady heartbeat
Focus on specific teams, roles, or moments
Run a targeted check-in during change, onboarding, or return-to-work

This approach avoids survey fatigue while building a clearer picture of movement over time. Problems don’t start on survey day, and EHS isn’t limited to it.
Clean Logo Clean Logo Clean Logo Clean Logo Clean Logo

Why engagement is the wrong lens
Engagement is a lagging, abstract concept.
Emotion is immediate and actionable.
Leaders don’t need more scores about engagement.

 
They need to know what’s happening inside teams right now.

Why annual surveys arrive too late

Annual and quarterly surveys describe the past. By the time results are shared, people have already disengaged and problems have hardened.

Late insight leads to late action. Late action increases cost and disruption.

EHS captures reality while leaders can still influence outcomes.
Placeholder Video

Emotion as a leading indicator

Emotion predicts how people work. It affects focus, energy, collaboration, and decision quality.

When emotion shifts, performance follows. Measuring emotion gives leaders earlier control over results.
What leaders miss today

Without real-time emotional data, leaders miss silent burnout, team-level stress, and localised friction.

These gaps create surprises.

Surprises damage confidence and consistency. EHS closes those gaps.

What Our Customers Say

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John Smith
Director of Marketing
★★★★★
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John Smith
Director of Marketing
★★★★★
Cupping chicharrones hexagon vaporware. Helvetica beard taiyaki, DIY drinking vinegar PBR&B tonx vape godard tofu. Meggings echo park taxidermy big mood asymmetrical next level.
John Smith
Director of Marketing
★★★★★
Cupping chicharrones hexagon vaporware. Helvetica beard taiyaki, DIY drinking vinegar PBR&B tonx vape godard tofu. Meggings echo park taxidermy big mood asymmetrical next level.
John Smith
Director of Marketing
★★★★★
Cupping chicharrones hexagon vaporware. Helvetica beard taiyaki, DIY drinking vinegar PBR&B tonx vape godard tofu. Meggings echo park taxidermy big mood asymmetrical next level.
John Smith
Director of Marketing
★★★★★
Cupping chicharrones hexagon vaporware. Helvetica beard taiyaki, DIY drinking vinegar PBR&B tonx vape godard tofu. Meggings echo park taxidermy big mood asymmetrical next level.
John Smith
Director of Marketing
★★★★★

Earlier visibility changes everything

See how your people feel about working for you — before it shows up as absence, churn or a performance problem.

Start your free cycle