Our goal is to create a happier, healthier workplace. We need your help to understand motivations and challenges, and how you experience culture at work.

Organizational Insights: Wellness, Culture, and Resilience

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Our publications

Results and findings from our people science research
coupled with recommendations and best practices

The Curious Link between Employee Engagement and Performance

Using unique behavior-based indicators, we gain further insight into how employee engagement and performance are interrelated.

Organizational Culture and Recognition Impact Employee Well-Being

Studies show that culture fit and feeling valued at work affect employee well-being, with culture fit most important.

Strong Friendships at Work Play an Important Role in Employee Engagement

Studies show that strong friendships at work improve work life — employees with strong friendships are more likely to be an organization’s advocate, have better wellness, and have fun at work.

Recognition is the Gift that Keeps on Giving

Our studies show that receiving recognition helps employees appreciate the support they receive from others and triggers them to give recognition too.

Feedback is the ultimate measure of engagement and can help you identify your top performers

Our study shows that employees who regularly provide meaningful feedback are also the top contributors and high performers.

Activate Your Talent with Regular Feedback and Recognition

Creating a culture of feedback and recognition is hard. Happily makes it easy — more than half of employees regularly give and receive feedback and recognition on the platform.

Improving employee engagement by understanding the gap between employee expectations and reality

Studies show that reducing gaps between employee expectations and reality across key engagement dimensions results in higher employee engagement. A case study shows how gaps can be minimized over time.

Employee Engagement and Employee Turnover, A Study

Which dimensions of employee engagement explain why employees leave their organizations?