1. Employees press the green OR red smiley feedback button
2. Online dashboard shows the pulse survey results
3. Talk about the green or red, discover how to improve employee morale 
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Are you getting more green over time? Or more red? Your employees’ morale may need a boost.
What affects job satisfaction at your workplace?
Our employee mood data shows that some workplaces know how to improve employee satisfaction faster than others.
What do they do different?
They regularly sit down to have conversations about how people feel at work. They quickly discover what causes low employee morale.
So we recommend you do exactly that:
Many managers use pulse surveys as an alibi for not having conversations with employees.
Perhaps they are worried about conflicts, or awkward dialogues.
With neutral employee morale data as a basis, we’ll give you tips to get more team managers to have honest, authentic conversations about what matters at work.
When you measure employee morale you get a trend line of your Mood KPI (“70% press green on a normal day”). You can then track if the actions you take are having an effect: are you getting greener days?
What makes us press the green button in our team? “Employees come to tell me why they’re having red days!” You’ll get a tangible number when talking to employees and in the board room. What causes low employee morale?
Check the impact of All-Hands meetings, important communications… Managers get early warning signals when employee morale drops so they can act, and HR will know when it’s urgent for them to talk to your people.
Who is responsible for team morale? For the People KPI? A great workplace is everybody’s job! Build your employee pulse survey around inclusion. We’ll help you with organizational changes examples.
“We compared our daily employee morale and productivity for 2 years”
This agile company quickly left their crisis behind. What’s their secret? Agile HR in action!
Your first Celpax is free, no time limit. How you launch it, is up to you. Got more time than money? Or more money than time?
Get as little, or as much help as you need leading organizational change. Examples:
Pulse survey results
We see it all!
