Analytics · Surveys and pulses
Surveys designed by psychologists to know how each team is doing.
Wellbeing, climate, leadership, onboarding and eNPS, with science-based scales, ready to launch and adaptable to your company. Results by team, signals and a report to decide, with AI support.
- Ready-made surveys, editable and with your own questions
- Results by team, never by person
- Advice on what to measure and how to segment
Wellbeing pulse · Q3
By team, never by person
- Energy
- 7.2 +0.4
- Workload
- 6.1 −0.8
- Intention to leave
- 12% −3
Teams
| Team name | Energy | Load | Support | Climate |
|---|---|---|---|---|
| Support | Level 2 of 4 | Level 1 of 4 | Level 2 of 4 | Level 1 of 4 |
| Product | Level 4 of 4 | Level 3 of 4 | Level 4 of 4 | Level 3 of 4 |
| Sales | Level 3 of 4 | Level 3 of 4 | Level 2 of 4 | Level 4 of 4 |
| Operations | Level 3 of 4 | Level 4 of 4 | Level 3 of 4 | Level 3 of 4 |
Unfavourable signal in Support. Workload has risen two measurements in a row and energy is falling.
Human Resources teams that already decide with data
- People surveyed
- 3,000+
- Answers
- 375,000+
- Organisations
- 20+
A survey is only useful if it tells you what to do with each team.
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Wellbeing, climate, leadership, onboarding, eNPS and pulses, designed by psychologists and ready to launch. You change the questions you want, add your own and choose who to ask. And we advise you on what to measure.
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Results are read by department, site, length of service or role: the shift that is burning out or the team that needs support shows up, instead of being diluted in the average. Always by group, never by person.
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Each measurement leaves a list of favourable and unfavourable signals by segment and a complete, personalised report. And our team helps you decide what to measure and how to segment so the result is actually useful.
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Each employee has their own space: they answer when it suits them, see their own metrics and tips, and can talk it over with the assistant. What each person sees is theirs; Human Resources sees the teams.
From choosing the survey to reading the results by team.
How it works
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01
Choose
The survey, from the catalogue or adapted: you change questions, add your own and decide who to ask.
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02
Segment
We import your workforce and set up the segments: department, site, length of service, role.
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03
Launch
The company announces it; we launch it, send the reminders and keep the survey open for the agreed time.
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04
Read
When it closes, you see the results by segment, the favourable and unfavourable signals and a complete, personalised report.
See each team’s data and the signals. Never an individual.
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What you see
Each team, not the average
The results of each scale by department, site, length of service or role, compared with the previous measurement. To know where action is needed and whether what you did has changed anything.
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The signals
What’s going well and what isn’t
A list of favourable and unfavourable signals by segment and a complete, personalised report for each measurement. To get to what matters without reading tables.
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What you don’t see
Anyone in particular
Never the answers or results of one person, nor what they write, nor what they talk about with the assistant. Results are shown by group, never by person.
Designed for deciding with data
Every people decision starts with a question.
Three sick leaves in one team, a resignation nobody expected, management asking for numbers: when the question comes, the annual survey no longer answers it. With Analytics you choose the survey from the catalogue or we adapt it with you: what to measure, who to ask and how to segment. Turn each card to see what is measured.
- Three sick leaves in one team. Workload and resources. Job demands, support from the manager and recovery, by team. Compared with the previous measurement, to see whether the workload has gone up or was always there. «Is it the team or the workload?»
- An unexpected resignation. Intention to leave and engagement. Who is thinking of leaving and why, by department and length of service. To act where the risk is, not where it was last noticed. «How many more are thinking of leaving?»
- Management wants data. Climate and satisfaction. The climate scales, with the favourable and unfavourable signals and a report to take to the meeting. What you suspected, with data. «I know it, but I can’t prove it.»
- A team with a new manager. Leadership. How the team sees its manager: clarity, support and feedback. To support the manager before the team suffers. «How is their team experiencing it?»
- After a restructuring. Pulse after the change. A short pulse for the affected teams, with the variables you choose, compared with before the change. «What’s left of the climate?»
- January’s new joiners. Onboarding. How new joiners experience their first weeks: welcome, role clarity and support. To correct course before the six-month mark. «Are they going to stay?»
- A 7.2 in the annual survey. Segmentation. The same result by department, site, length of service and role, with what is going well and what isn’t in each. The average decides nothing; the team does. «So what do I do with this now?»
- A wellbeing plan. Comparison over time. The same scale before and after the plan, by team, plus the eNPS. To know what to keep and what to change. «Has it made any difference?»
So people answer honestly and the company trusts the result.
The employee’s space
Each person answers from their own space, sees their own metrics and tips, and can talk it over with the assistant.
What each person sees is theirs: Human Resources sees the teams, never anyone’s answers. The assistant is psychoeducational, developed with the team of psychologists, who supervise how it responds; it is the same one that supports Assistance and Learning.
Assistant
- Assistant: Your pulse this week: workload is going up and energy is going down. Shall we look at it?
- Person: Yes. I’ve spent two weeks on the quarter close.
- Assistant: That makes sense. Here are two ideas to spread the workload this week and, if you like, we can think about how to raise it with your manager.
- Person: OK, go on.
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Scientific basis
Surveys designed by a team of psychologists on scientifically backed models. Adaptable to your company without losing the measurement.
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Privacy
Human Resources sees results by group, never those of one person, nor what they write or talk about with the assistant.
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Security
Data hosted in Europe, under the GDPR.
How to start
You decide what to measure. We set it up with you.
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Step 1
You see Analytics with your case
Which survey fits what concerns you, how the results are read by team and which report you get.
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Step 2
We choose the survey with you
What to measure, which survey to use, which questions to change or add and how to segment. You send us your workforce list and we get it ready.
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Step 3
We launch and send reminders
The company tells its people; we launch the survey, send the reminders and close it on the agreed day. When it closes, you log in and read.
For your teams
Measure what matters to each team, with someone who knows what to ask.
We show you which survey fits what concerns you, how the results are read by team and which report you get.
What people teams say.
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«Mentiness has helped us understand the results well and know which factors we should propose an action plan for.»
Paula IsartHR Coordinator
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«The satisfaction and climate study was possible thanks to a very powerful and intuitive tool.»
Carmen Prego PastorizaPeople Manager 
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«Thanks to Mentiness we can see that people are more stable. We have also reduced the number of sick leaves related to psychological state.»
Tamara CutrínPeople & Culture Manager – Teimas
What people ask before they measure
Talk to salesWhat do the surveys measure?
Individual wellbeing (demands and resources, stress, burnout, satisfaction), organisational wellbeing (culture, climate, engagement, intention to leave), leadership, onboarding and eNPS. And short pulses on the variables you choose. All designed by psychologists on scientifically backed models.
Can we change the questions or add our own?
Yes. You start from a catalogue survey and change the questions you want, add your own, including open ones, and decide who is asked. We advise you so it still measures what you want to measure.
Who sees the answers?
Human Resources sees results by segment (department, site, length of service, role), the signals and the report. Never the answers or results of one person, nor what they talk about with the assistant. Each person sees only their own.
How much work is it for us?
Very little: you choose the survey with us, send us your workforce list and tell your people. We import, segment, launch, send reminders and close. When it closes, you log in and read.
What if people don’t answer?
Each person answers from their own space, at their own pace, can stop halfway and pick it up again, and gets reminders while the survey is open. And answering leaves them something: their own metrics and tips.
What does the employee get?
Their own space: they answer, check their metrics and tips, can talk it over with the assistant and review their history. They don’t choose the surveys: they answer them.
Can we compare with the previous measurement?
Yes. Each measurement is compared with the previous ones, by segment, to know what has changed and whether what you did has worked.
How do I justify it to management?
With the report: favourable and unfavourable signals by team and a complete, personalised report, so you take data to the meeting, not impressions.
The rest of the platform
Practise, support, learn.
Mentiness LeIA
Practise
Your managers rehearse difficult conversations out loud with a simulated person and get a report so they can try again.
- Starting point
- A conversation that keeps being put off
- The question
- How do you prepare for it?
Mentiness Assistance
Support
A team of psychologists for your whole workforce: online sessions with the professional each person chooses, and a free orientation to start.
- Starting point
- A person who needs support
- The question
- Who supports them?
Mentiness Learning
Learn
Training made for your company: short lessons built from your teams’ real challenges.
- Starting point
- A team challenge
- The question
- What do they need to learn?
Start with one team
Which team are you worried about today?
We show you what to measure and how to read the result by team.
