Team collaborating in a modern workspace
How it works · The measurement cycle

One loop. Signal, practice, re-measure.

The full Thrive cycle in six steps — from question design to verified action. 140+ peer-reviewed studies distilled into 55 statements, fielded every 90 days.

See the steps ↓ Read the research
The cycle

From question
to practice.

Three moves, one closed loop. Click any step to see how it works in practice — what people do, what the organisation sees, what changes next quarter.

Invite your people. Answer 55 statements.

A short, branded invitation goes to every employee through a single link — no app, no manager gatekeeping. People answer on their own time, on any device, in about twelve minutes.

Each statement maps to one of eight domains — four for Capacity (what the individual brings), four for Engagement (what the organisation provides). Every statement was designed and validated with named scientists, not generated by committee.

  • aInvitation is sent under your brand through email, Slack, Teams, or SMS — in 22 languages at launch.
  • bEach person answers 55 statements on a calibrated 5-point scale, one screen at a time.
  • cResponses are encrypted and individually unseen. Only aggregates ever surface.
Time to complete~ 12 minutes
Capacity Index27 statements
Engagement Index28 statements
ReliabilityAbove published threshold
The motivation gap

People want to change.
Almost none know where to start.

The bottleneck isn't willingness. It's pathway. And that's the gap the Academy was built to close.

The appetite● Capacity to improve
84%
of employees want to learn and improve how they work and recover.
Workforce research · n = 12,400 · 2024
The reality● Know the next step
18%
know which practice to adopt next, or why it would matter for them.
Thrive baseline assessments · 2023–2025

The bottleneck isn't motivation.
It's knowing which practice matters now.

Most wellbeing platforms hand people a library of two-hundred modules and call it a programme. The problem isn't that there's too little content — it's that there's no signal connecting a person's actual capacity gap to the single practice that would move it. And the content itself is wrong-shape: hour-long courses, booked for a Tuesday afternoon nobody has.

The Academy inverts both. It reads the individual's Thrive results, selects the domain where the evidence says the next gain is, and delivers the specific, science-validated habit behind it as micro-learning — three to five minutes, on the phone already in their hand. Micro-learning is the format the research keeps landing on: higher retention, higher completion, measurable behaviour change where long-course formats quietly fail.

A company-to-employee benefit. Not another content shelf.

The action layer

The Academy.
Measurement becomes practice.

Thrive Academy is the action layer behind the Index. Every employee receives a personalised path of short, mobile-delivered micro-courses — three to five minutes each — targeted to the exact capacity gaps their results surfaced. No mandatory seat-time. No generic wellness library. Just the practices each person needs next.

Sarah's pathway. Matched to your weakest domains · Rest · Focus
Cohort R&D · London
01
Rest · RecoveryFoundationalPeer-reviewed
Recovery under on-call load.
"Your evening boundary was the widest gap — start here."
12min
Completed
02
Rest · RecoveryApplied
How to actually switch off after work.
"Sleep onset is 38 min — this shortens it."
4min
03
Focus · AttentionApplied
Protecting the deep-work well.
"Afternoons drop 22% — reclaim them."
5min
Queued
04
Mind · CognitiveApplied
The mental tabs you can't close.
"Ruminative load correlates with your sleep gap."
3min
Queued
05
Move · PhysicalFoundational
Micro-movement between meetings.
"Zero-friction — 90 seconds, 6× a day."
3min
Queued
06
Focus · AttentionApplied
The single-tab afternoon.
"Paired with your calendar — not a habit app."
4min
Queued
01

Matched to signal.

Content is targeted to the specific domain that surfaced weakest in your results. A team low on Rest does not get a module on Trust.

02

Three to five minutes.

Mobile-first micro-courses, designed to fit the cracks of a working day. No seat-time. No completion theatre. No calendar invite.

03

Evidence-graded.

Every module maps to the peer-reviewed research that produced the statement. Reviewed quarterly by the Thrive scientific board.

04

Private by default.

An employee's pathway is visible only to them. Managers see aggregate domain gaps, never who watched what.

What managers actually open

A plan, not a report.

The system reads the data, picks the priority, pre-drafts the actions, names the owner. You decide yes, edit, or skip. Four minutes on Monday morning — not a 60-page pack on Friday night.

"The action plans are the part our managers actually open. Three things to do, with the data underneath. That was the unlock." — Pilot CHRO · Tech · 8,000 employees
Team plan / Engineering / Platform
Auto-drafted · Q3 Monday 09:04

Reduce workload pressure in Platform Engineering.

34 Workload score
critical
−18 vs. your peer
benchmark
68% report unsustainable
demands
1 of 3 decided · ~3 min left
  1. 01

    Cancel or shorten 3 low-value recurring meetings.

    This week Expected lift +4 SC Sarah Chen
    Accepted Mon 09:06
  2. 02

    Move on-call rotation to no-more-than-one-week-in-four; protect post-rotation recovery days.

    This month Expected lift +7 SC Sarah Chen
    Deciding now
  3. 03

    Run a 30-minute team workload review — name the work that drops if a sprint is at capacity.

    This quarter Expected lift +5 SC Sarah Chen
    Up next
Target Workload above 50 by next cycle
Forecast if accepted +16 (to 50)
Time to decide ~4 min
Owner Sarah Chen · Eng Manager

One signal, three altitudes.
Plans cascade upward.

Team → Department → Organisation
Organisation plan this year
What the company needs structurally.
Owner · Executive or CHRO
Rolls up when3+ departments share the same domain weakness.
Department plan this quarter
What this function needs to unblock.
Owner · Director or HRBP
Rolls up when4 of 6 engineering teams show the same Workload signal.
Team plan signal starts here this week
What this team needs on Monday.
Owner · Team manager
Triggered whenOne team’s Workload score drops below 50.

Same three-action shape at each altitude. The signal doesn’t change; the scope does.

Ready to measure

Run the index
on your organisation.

Early partners receive direct onboarding from the research team, a co-designed rollout plan, and full benchmark access at launch.

Book a diagnostic call → See the evidence base
The closed loop
"The loop is what makes it management, not measurement. Without re-measuring, you never know if the action worked."
— Thrive methodology note
Common questions

How the index works.

How does the Thrive Index work?
Employees complete a 55-statement survey — about twelve minutes — that scores two indices, Capacity and Engagement, across eight domains. After a two-week processing window, results are released in aggregate with benchmarks; the platform points to the domain driving each result and what to do about it, and you re-measure the next cycle to watch the line move.
How long does a measurement cycle take?
About twelve minutes per employee to complete the survey, then a two-week processing period before results are released. Most organisations run the full cycle once or twice a year. Onboarding a new organisation takes two to six weeks depending on localisation, employee data and legal review.
Is the Thrive Index anonymous?
Yes. Results are only ever released in aggregate, with a minimum cohort of seven before any team view is shown and ten for segment filters. Employees authenticate with a magic link, no individual response is exposed, and aggregation happens before any human can read the data. See the Trust Center →