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30 minutes. We'll show you the platform with your sector's data.
Stop being
surprised by
your people.
Happyforce gives leadership visibility into organizational health for CEOs and executive committees — without micromanaging it, without waiting for the annual report, without depending on what someone decides to tell you.
Organizations in the top quartile of organizational health generate three times the shareholder return of those in the bottom quartile — according to McKinsey.
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Organizational health for CEOs — real-time decision making
made blind without the right data.
Major decisions about talent, structure and culture are made with financial data, not human data. Happyforce changes that.
WITHOUT REAL-TIME DATA"You find out there are problems in an area when it's already too late to avoid the damage."
WITH HAPPYFORCEYou get automatic alerts about teams showing risk signals. You come to conversations with the diagnosis, not the problem.
WITHOUT REAL-TIME DATA"Turnover rises one quarter. Nobody knows exactly why or where the problem starts."
WITH HAPPYFORCEThe HI predicts turnover weeks in advance. You know which team it starts in, which dimension, and with which manager.
WITHOUT REAL-TIME DATA"HR takes weeks to prepare the climate report for the committee. By the time it arrives, the data is months old."
WITH HAPPYFORCEThe executive report is generated automatically. You bring this week's HI to the committee, not one from six months ago.
WITHOUT REAL-TIME DATA"You invest in manager training without knowing which ones are having real impact on their teams."
WITH HAPPYFORCEYou see the correlation between manager activation and HI evolution in their teams. You know which investment is working.
WITHOUT REAL-TIME DATA"The culture you define in strategy doesn't reach all levels of the organization the same way."
WITH HAPPYFORCEYou have visibility into how the dimensions of purpose, values, and leadership are experienced in each area. Without filters.
Visibility without
micromanaging it.
Your leadership dashboard is not the same as HR's. You see the indicators that matter at a strategic level — without getting into day-to-day management or accessing data that isn't yours.
HI, eNPS and estimated turnover in real timeUpdated every week. No waiting for the annual report or for someone to prepare it.- ️Human risk map of the organizationWhich teams are at risk, why, and what HR is doing about it.
- Executive report ready for the committeeGenerated automatically. Bring this week's data to the committee — not last year's.
- Competitive sector benchmarkHow you compare to similar companies in your sector. Happyforce's own unpublished data.
️
This is not a wellbeing expense.
It's a retention investment.
The numbers that matter to a CFO or CEO aren't about climate. They're about the cost of turnover, absenteeism and productivity.
Recruitment, onboarding, learning curve. Every resignation you don't anticipate costs between 6 and 9 months of that salary.
Measured in organizations using Happyforce with an active action plan. Includes reduction in turnover, absenteeism and recruitment costs.
In organizations with HI maintained above 7.5 for more than one year. Consolidated data from Happyforce's client base.
Average salary €35,000
Current turnover 12%
You know you're doing well.
But well compared
to whom?
An HI of 7.8 can be excellent in logistics and mediocre in technology. Sectoral context is what gives meaning to the number.
Happyforce has real data from over 500 organizations in Spain. This allows us to give you a sector benchmark you won't find in any published report.
- HI and eNPS compared to your sector
- By organization size
- Breakdown by the 8 HI dimensions
- Sector evolution over the last 12 months
- Anonymous and aggregated data — never data from specific companies
Executive visibility without creating resistance in the organization.
The failure of most listening initiatives comes from employees not trusting confidentiality, managers feeling watched, or HR using data punitively.
Happyforce is designed so that none of these three things happen. Each layer has access to exactly what it needs — and no more.
- Employees respond because they know it is technically anonymous
- Managers act because the data is theirs, not HR's
- Leadership sees the global pattern without entering operational detail
"We went from bringing the committee a hand-made report with four-month-old data to bringing this week's HI, the risk map and the sector benchmark. The committee now asks for the data instead of receiving it with skepticism."
From managing
the surprise to
anticipating it.
Do you know where your organization's human risks are?
If you don't have an answer, that's the conversation we should have. In 30 minutes we'll show you the platform with your sector's data.
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