In 30 minutes, we'll show you how Happyforce improves happiness at work in your organization.
Since we founded Happyforce in 2015, we've measured happiness at work across more than 500 organizations. What we've learned changes everything.
In 2015, a group of people convinced that happiness at work drives better results founded Happyforce. Not as just another HR tool. As a system for real, everyday, unfiltered listening.
The question "How are you today?" seems simple. But when you ask it every week, anonymously, across the whole organization — and then connect that answer to leadership, communication and recognition — you get something no annual report can give you: the truth in real time.
Ten years later, we still believe the same thing. And the data proves us right.
"Organizations don't fail because their people don't care about their work. They fail because nobody asks them how they are — and nobody acts when they find out."
Alex Ríos, CEO of Happyforce, 2015
The Happiness Index isn't a simple satisfaction average. It's a composite index that integrates eight dimensions of the work environment — from the quality of direct leadership to the sense of purpose — weighted according to their real impact on engagement and retention.
Today the HI is the benchmark metric for more than 500 organizations in 15 countries. What started as a daily question became the most robust standard for measuring an organization's human health.
The most complete report on workplace wellbeing worldwide, with data from more than 100,000 employees in 15 countries.
Organizations with an HI above 7.5 have 35% less voluntary turnover than the sector average.
Direct leadership explains 48% of the variance in the happiness index — more than any other dimension.
67% of employees who leave a company never expressed their dissatisfaction before leaving.
After 10 years of measuring, the relationship is clear: organizations where people feel well managed, heard and purposeful get better results across every indicator that CFOs and CEOs measure.
It's not correlation. It's causation. And we have the data to prove it.
See the data in the report
Reduction in voluntary turnover in organizations with an HI above 7.5
Average eNPS improvement in organizations with active weekly measurement
Impact multiplier when the manager acts on their team's data
Average first-year return for clients with a guided action plan
That's the question that has driven us since 2015. And the one that can change everything in yours.
Everything we build — continuous listening, manager dashboards, action plans — exists to move your teams' HI in the right direction.
Happiness is the why. The platform is the how.
