October replaces the annual engagement survey with a rhythm people keep: a weekly pulse that takes thirty seconds, the ThriveMeter every quarter, company surveys when you need them and clinical assessments when someone wants a baseline. Every employee sees their own progress. The organisation sees the aggregate, never the individual.
Redefine replaced its annual engagement tool with the ThriveMeter: 92.8% adoption in three months, retention up 46%, and measurement that drove change all year instead of once.
Who it’s for
Measurement matters to the people running wellbeing and to the people living it. Both need something different from it.
A manager programme or new support for one struggling team.
“I need a baseline before we start, or I’ll never know if it worked.”
The ThriveMeter gives a baseline across body, mind, work and life. Re-measure ninety days later and compare the same team on the same measure.
One big survey a year. Results land months after the problem.
“By the time we see the numbers, the people who were struggling have left.”
A weekly pulse and a quarterly ThriveMeter give a steady signal. Company surveys run in the same app when you have a specific question to ask.
Feeling flat for weeks. Not sure if it is normal.
“Is this just a bad patch, or should I talk to someone?”
Validated screening tools like the GAD-7 and PHQ-9 give a private score and a way to see change. Results come with clear guidance and a route to professional help.
Has seen “anonymous” surveys traced back before.
“I’ll answer honestly when I know my manager can’t see it.”
Every answer belongs to the person. The organisation sees aggregate results only, and nothing at all for groups below a minimum size.
Why measurement disappoints
TodayAn annual engagement survey measures last year and produces a slide deck.
With OctoberA weekly pulse and a quarterly ThriveMeter show which way each team is moving while there is still time to act.
TodayInterventions launch with no baseline, so nobody can say whether they worked.
With OctoberMeasure a team before the intervention and again ninety days later, on the same four areas.
TodayEmployees fill in surveys for the company and never see anything back.
With OctoberEvery person gets their own ThriveMeter profile, area scores and change since last time.
TodaySmall-team results can point straight at individuals, so people stop answering honestly.
With OctoberResults only appear for groups above a minimum size. Below it, the organisation sees nothing.
Inside track and measure
Every measure gives something back to the employee first. The organisation only ever sees the aggregate.
Weekly pulse
A short weekly check for you and your workplace. It takes about thirty seconds, fills your Reflect ring, and over a quarter becomes the earliest sign that a team’s pressure is rising.
A weekly well-being update for you and your workplace.
Reflect ring updated. Your answers count only in your team’s aggregate. Nobody sees them by name.
ThriveMeter
The ThriveMeter scores how you are doing out of 100 across four areas: body, mind, work and life. Each time you retake it, you see how each area has moved. It also anchors your Personal Score, which updates every Monday.
Next ThriveMeter in 90 days. Keeping it current fills your Reflect ring.
Assessments
Recognised tools such as the GAD-7 for anxiety and the PHQ-9 for low mood give you a score and a baseline. Retake them over time to see change. Every result explains that it is not a diagnosis and points to professional help if you’re worried.
Higher scores typically indicate a higher level of concern.
Down from 11 in March. You can retake this assessment next month.
These self-assessments are for screening purposes only and cannot provide a formal diagnosis. If you’re worried about your mental health, seek help from a professional.
For the organisation
ThriveMeter results roll up by team, with each area marked Strong, Watch or Low. Groups below the minimum size are hidden, so nobody can work backwards to an individual.
A baseline before you act
An illustrative example: a contact-centre team under pressure, and an HR lead who wants proof that support made a difference.
Sees Customer service marked Low on work in the quarterly ThriveMeter. Agrees a plan with their customer success manager and keeps the result as the baseline.
Gets their own ThriveMeter profile and area scores. Takes a GAD-7 privately, sees a mild result and books a live session on workload.
The weekly pulse tracks the team’s direction. Managers start a coaching course on workload, and a closed session runs in the company hub.
Retakes the ThriveMeter when it’s due. Sees work up nine points since last time.
Compares the team’s areas against the baseline, in aggregate. Takes the result to the leadership meeting.
Among people in this group with a repeat screen, more moved to a lower band than a higher one. Group outcomes only: no individual scores, dates or identities.
A rhythm, not a ritual. Private, and still useful.
How it works
People are invited to take the ThriveMeter, and it sits in your company hub checklist. The company-wide picture forms as results come in.
The weekly pulse and the ThriveMeter every ninety days keep the signal fresh. Add company surveys when you need them.
Use October Insights to choose where to act, then compare the same teams next quarter.
Privacy first
The organisation sees aggregate, de-identified results. No individual answers, scores or assessment results.
Results only appear for groups above a minimum size. Smaller groups are not shown at all.
Assessments are for screening and personal progress only. They cannot provide a formal diagnosis.
When an assessment result suggests someone may need more support, the app offers their EAP or a counsellor.
Works with
ThriveMeter, pulse and assessment trends land here, segmented and benchmarked.
ExploreKeeping your ThriveMeter and pulse current fills the Reflect ring.
ExploreThe ThriveMeter and new company surveys appear in your hub checklist.
ExploreWhen a result suggests more support, your EAP is one tap away.
ExploreRedefine swapped its annual engagement tool for the ThriveMeter: 92.8% adoption in three months, retention up 46%, R500k in survey costs gone. A thirty-second weekly pulse and a quarterly ThriveMeter give the organisation more signal, more often, and give every employee a picture of their own progress.
An annual engagement survey measures last year, costs a fortune and produces a deck. By the time the results land, the team that was struggling has already lost people.
Every employee sees their own answers, trends and monthly insights. The organisation sees segments above a minimum group size and nothing below it. Assessments screen; they never diagnose.
These features use wellbeing data across groups to help leaders plan support in the employee app, without identifying individuals.
A short, validated quarterly assessment that gives every employee a picture of how they are doing across wellbeing, work and life, and gives the organisation a Thrive Index by team, tenure and location.
Here is exactly what stays with the person inside Track & measure, and what the organisation gets back: de-identified, above a minimum group size, and never a name.
How October keeps the promiseTrack & measure stands on its own. Connect it with the modules below and the person gets more support, the organisation a clearer view of wellbeing trends, and neither one gives up any privacy.
Yes. Redefine did exactly that, with 92.8% adoption in three months and R500k in survey costs removed. The weekly pulse and quarterly ThriveMeter give you more signal, more often.
Results are only shown for groups large enough to protect anonymity. Below that threshold the organisation sees nothing for that segment.
No. Assessments are for screening and personal progress. They cannot provide a formal diagnosis, and anyone worried about their mental health is guided to a professional.
Tell us what your team needs. We’ll walk you through the relevant features, support options and how to get started.