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I like this in principle. More managers should be in tune with how their people are doing because happy people lead to better work. I'm skeptical about the accuracy of wellbeing metrics when they are self-reported, though. And also whether people will just reflexively click the highest rating for each metric after the first few weeks. Managers will see "line went up" and think they fixed their team, when in reality the employees just got bored of the answering the same questions every day.

Not saying I have answers to these, but thanks for trying to move the needle the right way.

by bojo45 minutes ago|

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I appreciate the feedback. I have been talking to a lot of people about the very same point you make and had a lot of good brainstorming sessions.

I introduced functionality to do it once per week, or specific days, and not just every day to partially alleviate the process if it gets tedious.

More importantly, I see two things:

1. If people have a constant score over time, that should lead to a discussion. I'm not sure what, but it aligns with the goal - get them talking to each other and asking if everything is truly ok

2. If a manager doesn't invest themselves in the process, then yes, it just turns into a "keep the lines aligned" game. I have no fix for this, but those people probably weren't the target of this product anyways

I keep going back and forth on it. In certain lights it genuinely seems useful. In others, hard to say.

It was fun to build. I'll keep tinkering with it for now and see where it ends up later this year.