We guide companies on the journey from energy to performance.
Measure the capacity behind performance — every cycle, per team, with the science engagement surveys don't reach.
Engagement keeps rising.
So does burnout.
Two lines that should move together have moved apart for a decade. The engagement survey can’t see the gap. That’s the paradox — and the cost. Read the full analysis →
Engagement surveys never asked the questions that would have caught it.
Same people. Same workplaces. Different instrument. Open a row to see what a standard survey asked — and what we measure instead.
"I am able to maintain a healthy balance between work and my personal life."
Recovery capacity.
"At work, I have the opportunity to do what I do best every day."
Cognitive endurance.
"I have the materials and equipment I need to do my work right."
Enablement conditions.
"I feel that my work is appreciated."
Stress recovery.
"I feel proud to work here."
Cognitive load tolerance.
Same engagement score.
Four very different companies.
Engagement surveys ask how people feel about work. Thrive measures what people can actually do — the physiological capacity behind performance. Crossing the two is where the real diagnosis lives.
Capable, constrained.
The workforce has capacity. The system won't let them use it. Top performers leave for somewhere that will.
Remove the blockers.
Map the three slowest decisions of the last quarter. For each, find the approval, tool, or policy that held it. Fix one per quarter. Then re-measure — this is the only quadrant where engagement reliably rises from removing friction, not from adding perks.
Thriving organisation.
Capable people in a supportive system. Rare, and easy to lose to growth, reorgs, or leadership change. Protect it carefully.
Name it. Guard it.
Document the conditions that got you here — hiring bar, manager routines, decision cadence. These are the first things a reorganisation erodes. Set a floor on Capacity and Engagement that triggers a board-level review if breached. Don't add programmes; remove things that would dilute this.
Systemic depletion.
Depleted people, constraining environment. Attrition, absence, and incidents climb while engagement scores quietly rise.
Stabilise before you strategise.
Do not run an engagement initiative. Stop non-essential programmes for one cycle. Reduce load, protect recovery, rebuild trust at the manager layer. Only once Capacity moves should Engagement work begin — otherwise you're painting over a structural crack.
Depleted in a good home.
Good system, exhausted people. Sleep and recovery drive the gap — often from life load or too many unrecovered sprints.
Protect the recovery, not the culture.
The culture is fine. The load isn't. Introduce recovery protocols — sleep, movement, cognitive-load management — before anyone touches comms, values, or rituals. Measure capacity quarterly until it reattaches to engagement. The risk is that engagement follows capacity down within two cycles if ignored.
The insight is in the space between the two indices.
A single score tells you how people feel. Two independent scores, read together, tell you why — and where the lever is. In every market we've measured, engagement runs ahead of capacity — by up to 10 points. That gap is the signal. Four short readings from the field:
You’re celebrating mood while the system quietly decays. Every recent engagement survey winner sits here six quarters before a retention cliff.
You’re in a Thriving zone but losing altitude. Catch it at 8% of decline; by 20% you’re rebuilding, not protecting.
People love it here and are running on empty. Recovery programmes, not reorgs. Fix the load, not the culture — the culture is fine.
Your best performers are ready and nobody is unblocking them. Decisions slow, work queues back up — the talent leaves for somewhere that will let them deliver.
These are four of sixteen distinguishable cross-read patterns the Index surfaces automatically. None of them are visible on an engagement score alone.
Three things land on your desk.
Every cycle.
The numbers your board expects — with the why underneath them. A diagnosis written for humans, not a chart to decode. And a short list of actions, already assigned.
One login. No consultant to translate.
One system.
Four views of the truth.
The same measure → diagnose → act loop, routed to the decision each role actually makes. Same data source, same AI diagnosis — rendered for the choice in front of you.
"Where does the org bend?"
Org-wide Thrive Index with segment cuts by region, function and tenure. AI-written summary, leading indicators of attrition and burnout risk, board-ready exports.
"Where do we intervene?"
The diagnostic owner. Full index architecture, statement-level distributions, cohort heatmaps, root-cause read, and action-plan tracking across cycles.
"What does my team need?"
Team aggregates (N ≥ 7), domain-level heatmap, plain-language guidance and the next action to take this week. Never individual responses.
"How am I doing?"
A private view across Energy, Rest, Focus and Calm. Academy practices target the domain that needs the most support. Fully anonymous in aggregate.
Honest answers require
genuine privacy.
If people suspect their answers will land on their manager's desk, they'll tell you what you want to hear. The diagnostic fails. Thrive's architecture makes employee-level data structurally unavailable to the people inside an organisation — not as a policy, as a property of the system.
Never an individual.
Team views require a minimum cohort; smaller groups collapse automatically. No manager, no HR lead, no executive ever sees a single person's response.
EU or US, your choice.
Frankfurt for EU customers, Virginia for US. Region is pinned per tenant. Encrypted in transit and at rest. GDPR-aligned DPA signed before any employee data is uploaded.
Role-scoped by default.
Employees see only their personal Capacity scores. Managers see aggregated team views. Executives see rolled-up org signal. No role sees more than it needs.
GDPR-aligned. SOC 2 Type II and ISO 27001 on active roadmap. Full technical and legal detail available on request, and in our privacy policy.
What leaders usually ask first.
How is this different from our current engagement survey?
Engagement surveys measure how people feel about work. Thrive measures the capacity behind performance — whether people have the physical and cognitive headroom to do the work, and whether the organisation enables or constrains it.
The two are complementary. Thrive runs alongside your engagement instrument and explains the why underneath the scores. Most leaders find the capacity signal more actionable over time — but it's designed to enrich the measurement you already trust, not replace it.
How long does it take to run?
About twelve minutes per employee per cycle. After the survey closes there is a two-week processing period before results are released — this protects data quality and anonymity. Onboarding a new organisation takes two to six weeks depending on localisation, employee data and legal review.
What does it cost?
Pricing is per employee per year, banded by organisation size. New clients typically start with a free pilot survey for a defined group (minimum 100–150 employees) before moving to a full subscription. The pilot produces a real report from real employees — not a demo with sample data.
Privacy architecture, data residency, languages and integrations — see the Trust Center.
Measure the
work that lasts.
Book a diagnostic call and we'll map the capacity and engagement signals across your workforce — with your first cycle seeded against industry benchmarks and scoping support for an org-wide rollout.