Different scales.
Same instrument.
Whether you're measuring a 40-person team or a 40,000-person enterprise, the same two indices show you where people have headroom — and where they don't.
One measurement.
Four roles. Four questions.
Each role sees the view that answers their own question — and only that view. Employees never see their Engagement score. Managers never see individual responses. Executives never see names. The architecture is the guarantee.
"Where should we focus?"
See the whole organisation on the diagnostic quadrant and know, at a glance, where the real leverage sits. Which function is carrying risk. Which segment is thriving. Which early signals — attrition, burnout, disengagement — deserve a conversation this quarter, not next year. Decisions you can act on, backed by evidence the board will accept.
- Org-wide quadrant · Capacity × Engagement
- Segment analysis · by region, function, tenure
- Leading indicators · attrition, burnout, safety
- Board pack · quarterly · one-click export
"What do our people really need — and what's our organisation doing about it?"
The only measurement that shows you both sides at once — what your people bring to work (capacity) and what the organisation is doing with it (engagement). Understand where wellbeing is real and where it's performative. Attribute programme impact to the domains that moved. Make the case for investment with the same rigour finance demands.
- People × organisation in one view
- Programme impact · domain-level attribution
- Benchmarks · peer · industry · historical
- Regulatory ready · ISO 45003 · CSRD-aligned
"How do I help my team thrive?"
A clear read on where your team is strong and where the strain is showing — recovery, trust, clarity, belonging. Team aggregates only, minimum cohort of seven, never an individual's response. Research-grounded prompts you can actually use in the next one-to-one, not a six-month action plan that disappears into a drawer.
- Team aggregate · min. cohort 7
- Domain-level signal · what to focus on
- Conversation prompts · for 1:1s
- No individual data · ever
"How do I look after myself — at work and beyond?"
A personal view — "My Wellbeing" — that tracks your Capacity across Energy, Rest, Focus and Calm over time. Small, evidence-based practices target your lowest domain, and you can watch the trend move as you work on it. A journey you own: your responses are never shown to anyone, and your Engagement score is never shown to you.
- Personal Capacity view · four domains
- Recommended practices · evidence-based
- Quarterly trend · your own history
- Never shared · not with manager, HR, or exec
Three companies. Here's what happened.
Think of the Thrive Index like a Garmin for your workforce. First you see where you actually are. Then you get a clear action plan — and a way to watch the trend move.
See the baseline.
One short cycle gives every team a Capacity and Engagement reading — the honest baseline most organisations have never actually had.
Get an action plan.
The index points to the one domain driving the result and what to do about it. Re-measure next cycle, and watch the line move.
They finally understood their own capacity.
For the first time, this team could see their headroom — not how they felt, but how much they actually had left. Like stepping on a Garmin for the first time: a baseline, the weakest domain to work on, and a number that moved as they did.
It showed them where to focus.
Leadership thought they knew where the strain was. The index pointed somewhere else entirely — a clear generational gap their managers hadn't been able to see. They focused there, and the gap began to close.
It caught the drop early.
A high-performing team looked fine on the engagement survey — and was quietly running out of fuel. The index caught the fall in Recovery a full quarter before anyone would have left, while there was still time to act.
Early pilots · illustrative of what the index surfaces, not client results.
The patterns hold across the data.
The stories above are what the index surfaces in practice. These are the measured relationships behind them — from the four-market validation study, not a single client.
Source: Thrive at Work four-market validation study (n = 5,922) · White paper, 2026
Employees don't dread it.
That's half the battle.
Why this mattersEvery other measurement tool on the market gets gamed, skipped, or clicked through on autopilot. Response quality collapses and the data becomes noise. These are illustrative of the post-survey comments the format is designed to produce.
Honestly? The first survey I've finished in ten years without rolling my eyes. Short, sharp, and it actually asked me things I've thought about.
For the first time, I got something back. My own scores, in plain English.
The recovery course was four minutes long. I thought it was a gimmick. Two weeks in my sleep is different.
I like that it doesn't ask me to rate my manager on a scale of one to ten. It asks things that actually matter.
You can tell the questions were written by people who've actually worked. No HR-speak, no trick phrasing.
I didn't know you could change a habit in four minutes a week. I genuinely didn't. I've been on wellness apps for years that never moved the needle — this one gave me one specific thing to try, and it worked.
Twelve minutes total. I did it on the tram. And the results arrived the same week, not next quarter.
Built universally.
Calibrated per sector.
The 55 statements are universal. Benchmarks, quadrant weighting and recommended practices are calibrated for each of the twelve sectors below — because depletion in aviation doesn't look the same as depletion in a law firm, and the data says so.
Technology & telecom
High digital adoption, remote-friendly knowledge work. Sprint cadence, on-call rotation, re-org volatility. Trust and Purpose domains move fastest.
Consumer, retail & CPG
Customer-facing, seasonal peak load, high turnover, frontline-remote leadership gaps. Energy and Belonging are the leverage points.
Travel, leisure & hospitality
Experience work at the edge, shift patterns, unsocial hours, emotional labour. Rest and Calm carry the signal; Belonging rises in peak season.
Transportation & logistics
Operations-focused, logistics complexity, safety-critical. Fatigue and cognitive load dominate — Rest and Focus correlate with incident rate.
Industrial & engineering
Manufacturing, project-based, safety-critical physical work. Shift patterns and plant-level variance. Rest and Calm correlate with LTI rate.
Professional services
Billable pressure, cognitive endurance, "always-on" culture. Talent-dependent margins. Recovery and Focus domains carry the signal.
Energy & natural resources
Asset-intensive, safety-critical, regulatory compliance. Remote rotations and 24/7 operations. Calm and Rest are the leading indicators.
Real estate
Transaction-focused, cyclical, client relationship-led. Pipeline pressure and feast-or-famine cadence. Calm and Purpose move the score.
Financial services
Regulated, risk-conscious, compliance-heavy. Market stress cycles and regulatory load. Calm and Growth domains are the leading indicators.
Healthcare & life sciences
Mission-driven, burnout-prone, shift work. Moral injury and pandemic-era attrition. Rest, Calm and Belonging dominate the physiological signal.
Media, entertainment & marketing
Creative, project-based, deadline-driven. Cycle of sprint and slump. Focus and Growth carry the signal; Belonging swings with project teams.
Public, education & social sector
Mission-driven, resource-constrained, stakeholder-diverse. Emotional load high, autonomy low. Purpose, Calm and Trust are the leverage points.
Sub-sector calibrations run beneath each of the twelve — 29 industry groupings in total. Benchmarks refresh quarterly as the dataset grows.
One index.
Every role served.
Share a little about your organisation and we'll walk you through the role views, the benchmarks we hold for your sector, and what a first measurement cycle looks like.
"One instrument, many scales. We use it for a 40-person team and a 40,000-person org — the signal reads the same."— Thrive deployment notes