Powerful, aggregated information to help you lead. See how your organisation is doing, understand what is behind the numbers and turn that understanding into action.
Who it’s for
Insights is for the people who decide where time, money and attention go. Each of them comes to it with a different question.
A leadership meeting next week and a question about morale.
“I need one honest view of how people are doing, not forty slides.”
The executive summary brings cultural wellbeing, participation, eNPS, strengths and priority gaps onto one page, and downloads as a PDF for the meeting.
Several requests for programmes, and money for one or two.
“Everything feels urgent. I need to know which problem is biggest, and where.”
Priority gaps and the team comparison show which area falls furthest behind the organisation and in which teams, so the spend goes where the gap is.
Shift teams, regions and offices that rarely look alike.
“The company average hides the one site that is struggling.”
Segments built from your own groups, such as department or location, sit side by side and are colour-coded against the organisation, so the outlier stands out.
A wellbeing programme launched last quarter.
“The board will ask whether it worked. I need more than usage numbers.”
Quarterly ThriveMeter scores and the weekly wellbeing signal show the direction of travel for the same teams, before and after you act.
Why people data stalls
TodayAn annual survey arrives as a report months later, describing a team that has already changed.
With OctoberQuarterly ThriveMeter results and a weekly wellbeing signal keep the picture current through the year.
TodayA single company score hides the team that is struggling behind the teams that are fine.
With OctoberEvery reported segment is compared with the organisation, area by area, so the gap shows up where it is.
TodayScores say something is wrong but not why, so leaders guess at the fix.
With OctoberEmployee voice draws out the themes behind the numbers, with AI-estimated sentiment and ideas for what to stop, keep and start.
TodayAction plans get written once and never checked again.
With OctoberEach focus area comes with a first move, likely drivers and how you will know it worked. Next quarter, you check.
Inside October Insights
Insights follows the questions a leader actually asks, in the order they ask them.
Where
The team comparison sets each segment against the whole organisation across workload, recognition, role clarity, trust in leadership and more. Colour shows how far each one sits above or below, so a struggling team is visible at a glance.
Difference against the whole organisation, in points.
Why
Employee voice turns shared feedback into themes with an estimated share and sentiment. It suggests what to stop, keep and start, and you can select any action to explore it further with Luna.
Give a week’s warning and the reason.
People value knowing what comes next.
Agree what can move before adding more.
What to do
Luna turns your weakest areas, compared with the October benchmark, into a prioritised plan. It opens with one place to start, then sorts the rest by impact and effort. Every focus area explains why it matters, its likely drivers and how you will know it worked.
Hold a fortnightly workload check-in in each contact-centre team, and act on one change each time.
Workload sits well below the October benchmark here, and it is the theme people raise most.
Workload moves closer to the organisation in next quarter’s ThriveMeter.
Whether it worked
Quarterly scores show whether an area is moving for the same team. The weekly wellbeing signal shows the trend between quarters. Where there isn’t enough data, Insights leaves a gap rather than guessing.
A gap means there was not enough data to report. It is not a zero.
One quarter, one decision
An illustrative example: a 900-person services company, an HR director and a leadership meeting at the end of the month.
Opens the executive summary for the quarter. Workload balance is the priority gap; cultural wellbeing and participation are steady.
Opens the team comparison. Contact centre and Field sales sit well below the organisation on workload. Legal is too small to report, so it doesn’t appear.
Reads employee voice for the contact centre. Short-notice shift changes stand out as a theme.
Proposes a first move for workload, with likely drivers and the measure that would show it worked.
Reviews the executive summary PDF and agrees one change for two teams, not a company-wide programme.
Compares the same two teams on workload and follows the weekly signal in between.
Workload balance · 61 / 100. Lowest in Contact centre and Field sales.
Supervisor support · 84 / 100. Strong in every reported segment.
Less reporting. More deciding.
How it works
Import the groups you lead by, such as departments, sites or regions. They become the segments you compare.
As people use October, their ThriveMeter results and what they share build the organisation’s picture. There is no separate survey to run.
Each quarter, find the gap, understand it, choose a first move and check the same teams next time.
Built for trust
Insights reports on groups. Individual answers, scores and conversations are never shown to the organisation.
A ThriveMeter segment needs at least ten people, and scores need enough responses. Below that, results are withheld.
Employee voice is an AI synthesis across your people: themes and estimated sentiment, never anyone’s conversations.
AI-estimated figures are labelled as estimates, and gaps in the data stay gaps rather than becoming zeros.
Bring cultural wellbeing, participation, employee advocacy and priority gaps into one executive view. See the strengths to build on and where support needs to go.
Compare teams and segments across workload, role clarity, recognition, trust and more. Benchmarks and colour-coded comparisons make the areas that need attention easier to find.
AI brings shared feedback into focus through themes, estimated sentiment and practical suggestions for what to start, stop and keep doing.
Follow wellbeing signals over time, compare strengths and struggles with benchmarks, and explore what the changes could mean for the business.
Explore the everyday support, communication and recognition that shape confidence in leaders. Follow quarterly changes and examine the questions behind the score.
Bring the response back to your people. Browse coaching courses, create learning for your organisation and review analytics as people build new habits.
Understand the organisation through aggregated information. Personal conversations stay private, and minimum group sizes protect reporting across smaller teams.
How privacy worksInsights helps leaders understand what needs attention. October Health puts the support, company programmes and learning into people’s everyday experience.
Tell us what your team needs. We’ll walk you through the relevant features, support options and how to get started.