The science behind
the six conditions.
Built on decades of research in team performance and retention.
Refined through direct work with leaders and teams across industries.
of engagement is driven by the manager. Not pay. Not perks.
factor in high-performing teams: psychological safety.
lower turnover risk when people feel they belong.
When these conditions are strong, everything else follows.
These six conditions aren't theoretical. When they hold, teams perform at a completely different level. When they break down, performance and retention follow.
Safety.
Am I safe here?
Understanding.
Do I understand what's expected and how I contribute?
Connection.
Do I belong here?
What your team actually sees.
18 simple questions across six conditions.
How we measure.
Zero to 100, per condition.
Each condition scores 0 to 100. The lowest is automatically flagged as your focus for the cycle.
Completely anonymous.
Responses are never tied to individuals. A four-response minimum prevents identification on small teams.
Quarterly pulses.
Quarterly pulses show what's actually improving over time.
We won't report a score we don't trust.
A minimum number of responses is required before a score is shown.
Measurement is the foundation.
Without it, you're guessing about the thing that matters most.