Measuring What Employees Truly Feel at Work
The Wellbeing Index measures how employees experience success, pride, and trust in the workplace—through their interactions with their job, colleagues, and managers. It offers a clear view of the emotional core of employee experience and highlights where meaningful support or improvement is most needed.
What Does the Wellbeing Index Measure?
At Happy Place to Work, employee happiness is at the heart of engagement. Traditional engagement tools often fall short, so we built a
science-backed approach grounded in the latest neuroscience. Our Well-being Index measures three core dimensions of workplace
happiness — Success, Pride, and Trust — each linked to specific neurotransmitters that drive motivation, belonging, and confidence. This
simple, clear survey allows every employee to share honest feedback, giving leaders real-time insights into team well-being.
Success – Measuring the Sense of Achievement
The Success dimension evaluates the extent to which work creates a genuine feeling of accomplishment and fulfillment. It goes beyond meeting targets; it considers whether the work is meaningful, makes full use of skills and talents, delivers visible impact, and supports personal and professional growth. This measure reveals how strongly everyday work experiences contribute to a lasting sense of achievement.
Meaningful Work
Assesses whether the work holds personal significance, aligns with individual values, and serves a greater purpose beyond routine tasks. Meaningful work fosters commitment, inspiration, and the drive to give one’s best.
Full Use of Potential
Evaluates whether the role allows employees to apply their skills, knowledge, and abilities fully, while providing the right level of challenge to maintain engagement and growth.
Visible Results and Impact
Determines if the outcomes of work are clear and measurable, and whether employees understand how their contributions align with broader organizational goals, strengthening purpose and motivation.
Contribution to Professional Growth
Measures how effectively the role supports continuous learning, skill enhancement, and career progression, building long-term engagement and confidence.
Pride – Measuring the Sense of Value and Belonging
The Pride dimension explores how much appreciation, recognition, and connection the workplace inspires. Pride at work is not only about personal achievements; it is about feeling valued, seeing opportunities for growth, and being connected to the organization’s identity. When individuals feel appreciated and proud of their workplace, motivation rises, commitment deepens, and a stronger bond with the organization emerges. This dimension reveals how recognition, growth opportunities, and workplace identity contribute to overall well-being.
Recognition from Managers
Assesses whether leaders notice and genuinely acknowledge employee achievements. Consistent, authentic recognition strengthens confidence, reinforces contribution value, and inspires employees to go beyond expectations.
Recognition from Colleagues
Evaluates the extent to which peers sincerely congratulate and celebrate each other’s successes. Peer recognition fosters trust, strengthens team bonds, and contributes to a collaborative and supportive work culture.
Belief in Career Advancement
Determines whether employees trust that their efforts will lead to fair promotion and growth opportunities. Confidence in career progression increases engagement, commitment, and enthusiasm for future contributions.
Pride in the Workplace
Measures the emotional connection and loyalty employees feel toward their organization. Pride in sharing the company’s name signals alignment with its values and strengthens its reputation through employee advocacy.
Trust – Measuring the Sense of Safety and Connection
The Trust dimension explores the quality of relationships, the sense of safety, and the freedom to be authentic in the workplace. Trust is the foundation of collaboration, openness, and psychological safety. When individuals feel valued as people — not just as workers — they are more willing to contribute, share ideas, and support one another. This dimension highlights how mutual respect, supportive relationships, and a secure environment shape well-being and engagement.
Individualized Attention
Assesses whether leaders view employees as unique individuals, valuing their strengths, contributions, and needs. Personal recognition and understanding from managers build deeper trust, foster openness, and strengthen commitment.
Collaborative Peer Relationships
Evaluates the level of support, cooperation, and trust among colleagues. Strong collaboration reduces stress, improves problem-solving, and reinforces a shared sense of safety and belonging.
Freedom to Be Authentic
Measures the ability to express one’s true self at work without fear of judgment or negative consequences. Authenticity enhances psychological safety, encouraging creativity, innovation, and active participation.
Psychological Safety at Work
Determines whether the work environment allows individuals to share ideas, take risks, and express concerns without fear of embarrassment or retaliation. High psychological safety fosters openness, continuous learning, and greater team engagement.
Our Well-being Index measures three core dimensions of workplace happiness — Success, Pride, and Trust — each linked to specific neurotransmitters that drive motivation, belonging, and confidence. This simple, clear survey allows every employee to share honest feedback, giving leaders real-time insights into team well-being.
The results provide a clear picture of where strengths lie and where change is needed, helping organizations design focused initiatives that inspire people and unlock their full potential. This approach creates lasting improvements in collaboration and innovation.
By focusing on happiness, we help companies create cultures where people are proud to work, eager to contribute, and inspired to grow.
67
%
67% of employees who report low wellbeing also report low job performance.
– Global Workplace Study
5
X
Employees who say their company cares about their wellbeing are 5 times more likely to stay long-term.
– Deloitte Insights
72
%
72% of organizations with regular wellbeing assessments see improved employee engagement.
– Harvard Business Review
How does an Wellbeing Index benefit your organization?
Understand the Emotional Core of Work
The survey reveals how employees experience success, pride, and trust—based on everyday interactions with their job, colleagues, and leaders. It helps uncover the emotional drivers that shape motivation, engagement, and long-term organizational health.
Build Psychological Safety
Anonymous and structured feedback allows employees to speak openly and honestly. This fosters a culture where people feel safe, heard, emotionally secure, and free to express concerns without hesitation.
Prevent Silent Disengagement
The survey identifies early signs of emotional detachment before they impact performance or team morale. It enables timely action to rebuild connection, focus, and team cohesion across the organization.
What practical insights will you uncover?
Levels of Emotional Vitality
Learn how energized or drained your employees feel—and what factors are uplifting or depleting their motivation on a daily basis. These patterns influence overall morale, focus, productivity, and long-term emotional resilience at work.
Perceptions of Purpose and Progress
Understand whether employees feel their work is meaningful, whether they’re growing, and if their efforts are recognized. Purpose and progress shape commitment, intrinsic motivation, and future career confidence across roles.
Quality of Social Connections
See how connected your people feel to their teams and peers—and whether those relationships foster belonging or disconnection. Positive relationships reduce isolation, increase collaboration, and strengthen workplace wellbeing and trust.
Trust in
Leadership
Measure the level of trust employees place in their managers and leaders, and how that trust shapes wellbeing and alignment. Trust impacts emotional security, communication quality, and loyalty toward organizational direction.
Role Fit
and Clarity
Discover whether people feel their skills are used effectively and whether they clearly understand what’s expected of them. Role clarity builds confidence, reduces stress, and supports goal alignment and success.
Work-Life Balance Pressures
Identify where workload, hours, or lack of flexibility are impacting personal wellbeing—especially in high-demand roles or life stages. Balance is essential for sustainable energy, mental health, and long-term retention.
Do you think your organization is a Happy Place to Work?
Nominate your company! Don't miss the opportunity to show your people-centered culture, share the practices that contribute to a positive work environment, recognize and reward the efforts of employees and celebrate the successes!
