When performance
is on the line.
Most companies call us at a turning point — a strategic shift, a performance problem, a team quietly burning out. These are the moments Thrive is built for.
Six reasons to
bring in Thrive.
We work with top institutions, researchers, scientists and consultants to bring well-grounded results to your organisation. Our goal is simple — increasing the capacity and engagement of your company. Making your company thrive.
You’re going through a big shift.
A restructure, a merger, rapid growth, a new operating model. You need to know your people can carry the change — before it starts, not after it stalls.
Results aren’t where they should be.
Output is slipping and the usual levers aren’t working. Thrive shows whether it’s an engagement problem, a capacity problem — or both.
People are complaining and leaving.
Complaints, absence and quiet quitting are rising. See where depletion is building — in the data, before it shows up as resignations.
One team runs ahead of the rest.
A pocket of the business is thriving while others struggle. Find out what they’re doing differently — and whether it will transfer.
You’re falling behind your industry.
Competitors are moving faster and you feel it. Benchmark against your sector and see where the capacity gap is costing you ground.
You simply want better performance.
Nothing is broken — you want to build a high-performance culture on purpose. Thrive gives you the baseline and the levers to move it.
One measurement.
Four roles.
01 / Executive · CEO · Board
"Where should we focus?"
Actionable insights on what matters most.
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
02 / HR & People Function
"What do our people really need — and what's our organisation doing about it?"
A unique, integrated view of people and system.
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
03 / Manager · Team Lead
"How do I help my team thrive?"
A signal you can act on, without surveillance.
A clear read on where your team is strong and where the strain is showing — recovery, trust, clarity, belonging. Team aggregates only — five for scores, ten for demographic cuts — 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 5
- Domain-level signal · what to focus on
- Conversation prompts · for 1:1s
- No individual data · ever
04 / Employee · Individual
"How do I look after myself — at work and beyond?"
A private wellbeing journey. For you, not your boss.
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
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 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.
Sector 01Technology & telecom
High digital adoption, remote-friendly knowledge work. Sprint cadence, on-call rotation, re-org volatility. Trust and Purpose domains move fastest.
Sector 02Consumer, retail & CPG
Customer-facing, seasonal peak load, high turnover, frontline-remote leadership gaps. Energy and Belonging are the leverage points.
Sector 03Travel, leisure & hospitality
Experience work at the edge, shift patterns, unsocial hours, emotional labour. Rest and Calm carry the signal; Belonging rises in peak season.
Sector 04Transportation & logistics
Operations-focused, logistics complexity, safety-critical. Fatigue and cognitive load dominate — Rest and Focus correlate with incident rate.
Sector 05Industrial & engineering
Manufacturing, project-based, safety-critical physical work. Shift patterns and plant-level variance. Rest and Calm correlate with LTI rate.
Sector 06Professional services
Billable pressure, cognitive endurance, "always-on" culture. Talent-dependent margins. Recovery and Focus domains carry the signal.
Sector 07Energy & natural resources
Asset-intensive, safety-critical, regulatory compliance. Remote rotations and 24/7 operations. Calm and Rest are the leading indicators.
Sector 08Real estate
Transaction-focused, cyclical, client relationship-led. Pipeline pressure and feast-or-famine cadence. Calm and Purpose move the score.
Sector 09Financial services
Regulated, risk-conscious, compliance-heavy. Market stress cycles and regulatory load. Calm and Growth domains are the leading indicators.
Sector 10Healthcare & life sciences
Mission-driven, burnout-prone, shift work. Moral injury and pandemic-era attrition. Rest, Calm and Belonging dominate the physiological signal.
Sector 11Media, entertainment & marketing
Creative, project-based, deadline-driven. Cycle of sprint and slump. Focus and Growth carry the signal; Belonging swings with project teams.
Sector 12Public, 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 — 27 industries in total. Benchmarks refresh as the dataset grows.
Putting it to work.
Who uses the Thrive Index?
What does the Thrive Index tell a leader?
How is this different from an engagement survey?
Ready to unlock your people’s
capacity to perform?
Start the change today.