Measure and improve employee mood with a Celpax device. FAQs:
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What is the Celpax device?
An easy way for employees to give instant and anonymous feedback to their company, to let their leaders know if they’re pushing in the right direction. The objective is to improve your workplace.
Leaders get ongoing insights, making it easy to detect in advance if employee motivation is going down, and work preventative. Companies can work in a agile way and take continuous action to improve at work.
How does it work?
The Celpax is a physical device which hangs on the wall by the company exit door. It has the same, simple, question to all employees every day:
HOW WAS YOUR DAY?
- Press the Green or Red button once
- The green and red lights come on after you press, they show how your colleagues felt at work today!
- The online dashboard shows the full results. Use this to talk with your employees about what makes you press green and red in your organization. Then try to fix this.
Take action in an agile way to continuously improve your work culture.
Here’s a presentation if you want to show it to your colleagues.
How can I get 1 free Celpax?
Join signups from 60 countries and measure and improve employee mood for free (1 door only).
Getting more Celpax devices for your exit doors, or comparing workplaces means going premium. We have a waiting list when there’s high demand.
If you wanna include all your employees from the beginning (=hanging 1 device at all your exit doors and/or comparing offices) we offer a 90-day back guarantee so it’s still risk free.
Too simple to work?
>Measuring with Celpax looks ridiculously easy and simple. Can this really work? Yes! You’d be surprised at the insights our users are getting:
- Ongoing temp check. You always have a number (‘75% pressed green this month’) to know how your employees feel at work. People aren’t static. You need to work with a mindset of continuous improvement to maintain a healthy work culture.
- Spot trends and see impacts. Imagine getting proof that you dropped from 75% green to 58% in the last quarter. Would management act on that? When you decide to do something to improve the spirits, you get instant feedback to how your actions and initiatives are received.
- A/B testing. Let’s say you organize a ‘Lunch Roulette” at office floor 1. Your weekly score spikes to 88% green! You can compare this to your results on office floor 2 where you took no action, and learn more about what works in your organization and not. You save time, energy and money by starting to do more of things that work… and less of things that don’t work.
We’ve been doing this since 2012. There’s more than 2 years of research behind the Celpax. We interviewed 100 leaders, everything from ‘Best Place to Work’ to uh, worst place to work, before we went commercial. That’s how serious we take measuring employee engagement.
Why two buttons? Why not 3? Or 4?
This is intentional. We want people to actively choose, to hink – to make a decision. There’s no sitting on the fence!
The comfortable middle option (orange) is that you don’t have to think. And that’s the problem.
There are tons of people who shy away from making decisions and just go for the easy, middle option. With our green or red approach it quickly turns into a habit to evaluate your day by simply pressing one button as you leave your workplace. This also means we quickly pick up the reactions from your employees like after a key event, or an important announcement, so you can instantly check the impact on your employee morale.
When confronted with two choices – you either press green or red – it forces you to reflect on your workday. Imagine if you press red several days in a row. Perhaps it would get you thinking about things? Reflecting over why you’re not happy at work. Or the steps you need to take to have ‘greener’ days. Or who you need to talk to in order to improve things for you and others at work.
We think you can improve your workplace faster, by offering a green and a red button.
This is less about the exact results, more about about where you’re heading and changing people’s behaviour.
Will my company know how I pressed?
No. It’s completely anonymous. No scans. No reading fingerprints. No cameras.
Our business wouldn’t work if employees didn’t press so we of course make sure we act in the interest of the employees. Read the Celpax privacy guarantee.
How can the Celpax help me as an employee?
Being asked to evaluate your workday, the Celpax starts a thinking process within both employees and leaders.
By starting a habit to give feedback upon how your day went, you automatically start reflecting over things that might lead to an improved work situation. I.e. are you more likely to press green when you leave on time? Do you think it’s OK if you press Red three days in a row? If not, what can you do to change this pattern? Or who do you need to talk to in order to change? Or do you tend to press more green at the beginning of the week?
By observing your reactions, you can change your behavior and actions so you get more ‘green’ workdays. You can also become a better colleague by trying to be more helpful when the trend turns red, and help finding answers and solutions to improve your workplace.
Do employees continue pressing?
We’ve been doing this since 2012 and clearly see that as long as you’re prepared to share the results every now and then, and try to fix the things that makes people press red, they do indeed (that’s why you measure right? To take action and improve!).
Read about what successful companies do to keep employees pressing the Celpax, and what we consider to be a good number of pulses per day.
After an employee has pressed, the results is displayed on the device. They can also sign up to check the results on the dashboard (although they can only see a limited part of the dashboard unless you grant them full access). This ads transparency, and keeps the feedback loop going.
In one company, they had 10% of their workforce spontaneously congratulating the HR team on the imitative.
Who should get admin access to the results?
Who will act on the results when there is a really red day? Who will talk to the employees to find out why it’s so red? And do something about it? This person should have admin access so s/he can check daily employee mood results, receive weekly email updates and verify how the Mood KPI is developing over time.
Is this a control system?
The very opposite!
You can only improve what you measure. Building a better workplace takes time and dedication. The Celpax helps teams track their “sentiment” just like a pulse meter helps athletes track their physical form. We believe that creating a better workplace is everyone’s job, and that all employees should have a voice.
What can I do with the results?
The mood results aim to help managers have more meaningful dialogues at work. What we see works best is when leaders simply get up and spontaneously ask people “what do you think makes us press green here at company X?” The logical step after this is of course to take action to address the problem/s that make people press red. The objective is to have greener days.
Does the Celpax work in my country?
Most likely. We have coverage in 98% of all countries.
It can be installed pretty much anywhere as long as the device can connect to a mobile network.
We currently have signups from 60 countries.
What if someone presses twice?
We we’re also worried about this at first, so we build in screening mechanisms into our software to filter suspicious behavior. Then we realized that our filter hardly ever kicks in, as in our experience this behaviour simply does not tend to happen in a consistent way in companies.
Every time someone presses the button they are sending you a message, they are communicating with you. And this is what you want, for people to get involved, and to find out how you can have “greener” days!
In some companies there might be a day or two per year with what we call “Protest Pulses”. The people behind the protest pulses highly disagree with what’s going on in the company. So they press twice. This might also mean that he or she won’t’ pick up the phone when a customer calls. Twice!
On one hand they might be seen as a group “boycotting the initiative” and impacting your Mood KPI. However the question is:
Which other initiatives are they boycotting? Which other KPIs are they impacting? Customer Satisfaction? Revenue?
We personally find it very annoying to work with highly disengaged people around They keep telling everybody why our jobs suck, etc.
If someone presses more and distort the results one day, this could have the same effect on your business when they sabotage among their coworkers. It shouldn’t be ignored. Here’s a blog post about the “silent majority” and disengaged workers that tend to believe that “everything sucks at work”. As you start improving, the numbers will help these employees, and everybody, to see that things are improving.
Cause here’s the thing. You need to improve the employee mood. This could be done by making the happy people happier, or getting the unhappy people less unhappy. It doesn’t matter. The focus should be on making the green pulses, greener. The same employees will be pressing tomorrow as you have today. This is what and where you need to improve.
We count pulses, we don’t count people. We place the Celpax ergonomically in a similar position at all companies so that we can compare the pulses between work sites. If someone presses the red button 3 times, it’s interesting data. One way of looking at it is: Why are these people here if they’re actively sabotaging? This is where your challenges lie, in changing behaviors, in improving your work culture.
It’s easy to think that the red pulses comes from someone sabotaging but rationalizing doesn’t work. We like to see it as we give people the brutal facts. In one company their Mood KPI is at 50% green. There are similar workplaces that are at 80%. Why aren’t employees pressing red 3 times there?
We urge leaders to focus on the ongoing tendency: are you moving in the right direction or not? With hundreds or thousands of pulses in one month, it makes sense to focus on the ‘big picture’, and not individual pulses. It is less important when the button was pressed. In fact, our tests showed that in companies where they have stray pulses throughout the day, there was hardly any difference between the mood in the morning and in the afternoon – unless “something” happened during the day (a big announcement, company event, etc).
What do I need to install? Does it require LAN? Or Wifi?
It takes 3-10 minutes to install using double sided tape.
You don’t need any IT involvement as we never access your network (No LAN or Wifi required, the device has a SIM card which automatically sends us the encrypted data which you can later access logging in to your dashboard).
The Celpax device runs on batteries which last 4-5 years, and the additional transmitter comes with a power supply that works in your country. Everything is designed to be Plug & Play pretty much out of the box.
Does the device require maintenance?
No. You only need to change the batteries every 4-5 years. We can assist when you install. Most people install themselves without any problem, or like Scott said “It’s really that easy, you just put it up on the wall!”
Do I need to drill to install the unit?
No, the device uses a strong double sided which is typically enough (unless you have a VERY rough surface like a naked brick wall like you typically have outdoors).
Where is the Celpax device from?
Us Celpaxers came up with the idea when interviewing 100 leaders. We listened carefully to what worked for our first users and they helped us understand where we needed to improve. As of today we’re still learning and improving – our solution is what it is today thanks to people like you.
We manufacture in China and assemble in Stockholm, Sweden. We push hard to keep costs down by designing our own hardware, our own cloud, we code the dashboard ourselves and offer free devices instead of advertising.
Where can I learn more?
We think the best way is to read stories from business leaders and HR that are using our Celpax to improve their workplaces.