Not because they don’t want to. Because they don’t trust the survey. PulseSafe is anonymous in a way employees can verify, so you finally get the honest signal. Then we route help back to them, privately.
Every engagement tool promises confidentiality. Employees know exactly what that means: someone, somewhere, can see who wrote what.
So they give you polite answers, your scores look fine, and people keep quitting “unexpectedly”. The problem isn’t your people. It’s that your survey asks them to take a risk and offers nothing to back it up.
Burnout, workload, manager, career. One theme at a time, built on validated instruments: the Copenhagen Burnout Inventory, COPSOQ III, Edmondson’s psychological safety scale. A short chat follow-up digs into the “why”.
This week’s pulse · Burnout
In the last two weeks, how often have you felt worn out at the end of the working day?
Adapted from the Copenhagen Burnout Inventory (validated item).
Team-level scores and grouped themes. No segment under 5 people is ever shown; small teams roll up to the next level. Free text is reworded before display, so writing style can’t identify anyone.
What’s driving the burnout score · Engineering (14 people)
Employees who need support get routed to therapy or coaching, through our partners. HR picks the catalog, or takes our recommendation, and never learns who used it.
You flagged high workload strain. Your company covers three sessions with a licensed coach. Book one below; nobody at your company is told.
Your answers live in our database, not your employer’s. The link between you and your answers is encrypted, and you hold the key, not us, not HR. We can see what a team is saying, but we cannot tie any answer back to a person.
Employees and their encryption key stay on the employee side of a dashed boundary. Only anonymous answer cards cross to the HR side, where they become team-level scores and drivers. Identity never crosses the line.
Stays with employees
The encryption key never leaves the employee.
Who said it stays behind the line.
What HR sees
This is the report your leadership will actually read: where the strain is, what’s causing it, and whether last quarter’s fix worked.
Higher = more burnout strain. Scored on Copenhagen Burnout Inventory items, 0–100.
Grouped from chat follow-ups. Free text is reworded before display so writing style can’t identify anyone.
| Action | Team | Status | Score change |
|---|---|---|---|
| Hiring freeze lifted, 2 support roles opened | Customer Support | Done · Apr | −9 burnout in 2 pulses |
| Coaching catalog enabled (3 sessions covered) | Company-wide | Done · May | −4 strain, 6 people used it |
| Priority review with team leads | Engineering | In progress | Measuring next pulse |
The question we answer isn’t “what’s the score”. It’s “what do we do about it, and did it work”.
They come from instruments with decades of published validation: the Copenhagen Burnout Inventory, COPSOQ III, and Edmondson’s team psychological safety scale. We tell you exactly which items are validated and which are our own, so you know how much weight each number can carry.
When a question is custom, it’s labeled custom, in the survey and in the report. No instrument soup, no invented “wellbeing index”.
| Capability | Engagement tools | Wellbeing & EAP | PulseSafe |
|---|---|---|---|
| Employees verifiably anonymous | |||
| Help routed back to the employee | |||
| Driver analysis & action tracking | |||
| Vendor knows who you are |
Generic categories, not named competitors. On the last row, the cross is the feature.
No. Answers are stored in PulseSafe’s database, not your employer’s systems, and the link between a person and their answers is encrypted with a key only the employee holds. HR sees team-level results only.
Results for any group under 5 people are never displayed. Small teams roll up into the next level (department or company) so nobody can be singled out by filtering.
On EU servers, under EU jurisdiction. Your company is the data controller and PulseSafe is the processor. The DPA, a DPIA template and a retention policy are part of onboarding, not an upsell.
No. PulseSafe is a routing layer. Your company chooses a catalog of support (therapy, coaching), and we connect employees to it privately. We don’t deliver care, and we never tell HR who asked for it.
Tell us your company size and country, and we’ll send a quote with the privacy paperwork attached. No call required.
Something went wrong sending that. Please email us at hello@pulsesafe.tech.
Thanks, we’ll reply within two business days.