Scores without context
Engagement is 3.4. The CEO asks why attrition is 18%. You open the dashboard. It has no answer.
PulseIQ diagnoses the root causes of disengagement using validated behavioural science and generates the exact interventions your managers need—weekly, per team, no guesswork.
Engagement is 3.4. The CEO asks why attrition is 18%. You open the dashboard. It has no answer.
50 questions every quarter. Response rates drop each cycle. By year two your data is noise.
“Improve communication.” “Foster work-life balance.” Generic. Unactionable. Ignored.
2–3 targeted questions per week from the COPSOQ validated item bank. Takes 30 seconds. Employees respond because it respects their time.
AI maps responses to the Job Demands-Resources model and Self-Determination Theory. It finds why engagement is low—not just that it is.
Each manager gets specific actions ranked by impact. Not a category. A prescription with templates, scripts, and timing.
Bakker & Demerouti’s model for diagnosing demand/resource imbalance. PulseIQ pinpoints which demands are unsustainable and which resources are missing—per team.
Deci & Ryan’s framework for intrinsic motivation. When autonomy, competence, or relatedness erodes, PulseIQ flags it and generates interventions to restore it.
The Copenhagen Psychosocial Questionnaire—validated across 40+ countries, open-source, and designed for workplace psychosocial measurement at scale.
Responses flow through the frameworks above. The AI synthesises context—team size, industry, dynamics—and outputs ranked, specific actions. Not dashboards. Prescriptions.
You lead HR or People at a company with 50–500 employees. You've run the surveys. You got the numbers. Your managers still don't know what to change and your CEO still asks why people leave.
No demo deck. No sales pitch. Tell us a bit about your team and we'll be in touch within 24 hours.
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