Measure what’s happening. Act before it costs someone.

Measurement your people will do, insight that shows the pattern early, evidence that stands up — and privacy built into the architecture, not bolted on.

Book a pilot

Measurement people will actually do.

Nine items, about 60 seconds, on the phone already in their pocket. Nothing to install, nothing to log into. A measure nobody completes isn’t a measure. A shared kiosk, for the people who don’t carry a phone at work, is in development.

Asked weekly, about the week just worked. Ask someone in November how March felt and you get a story. Ask them on Friday about the five days behind them and you get a signal.

One score is a number. Twelve weeks of scores is a direction — and a direction is the only thing that tells you whether what you changed worked.

Workers see their own trend. Completing the check-in returns something to the person completing it — which is how it’s designed to hold rather than decay.

The weekly pulse is nine items; the full instruments run less often — quarterly and twice a year. That’s what we recommend, not what we impose. A 24/7 roster and a professional services firm don’t measure at the same rhythm, and cadence is set per organisation.

A worker's phone showing question one of nine in the weekly pulse — 'Over the past week, how often have you felt overwhelmed by stress at work?' — with five response options from never to very often and a progress bar reading 11% complete. — The weekly pulse — nine items, about 60 seconds, on a worker's own phone.

Looping product clip: the team analytics overview, one team's weekly pulse and quarterly assessment trends, and Echo — Palliative Care shown as suppressed below a minimum group of 10 with no metrics. — What the measurement feeds — a team's weekly pulse and quarterly assessment trends, and the organisation view where any team below a minimum group of 10 is suppressed.

Patterns, not people.

Team-level trends and early-warning signals, aggregated across groups of 10 or more — never individuals.

Workers see their own trends. Team leads see the crew, never the person. Leaders see the organisation — aggregated, threshold-gated, exportable.

An assessment trends chart plotting team-level BAT-23 scores on a one-to-five scale and WHO-5 percentage scores across five quarters, with no individual names or scores. — Assessment trends at the team level — BAT-23 on its one-to-five scale and WHO-5 across five quarters, aggregated at a minimum group of 10, never individuals.

Evidence a WHS officer can read.

The register a WHS officer can read: hazards, controls in hierarchy order, and a named owner against each one. Decision-support, not verdicts — we surface the evidence; the judgement stays yours.

Seven rows of the WHS risk register, each showing a hazard category, the hazard, a named owner, its likelihood-by-consequence rating, an inherent risk score, its highest-order active control and an open status. — Seven hazards, seven named owners — each with its likelihood-by-consequence rating, its inherent risk score and its highest-order active control.

The category and hazard columns of the WHS risk register, listing seven psychosocial hazards: job demands, traumatic events or material, violence and aggression, poor physical environment, poor support, remote or isolated work and low role clarity. — The seven hazards in the register, with the category each falls under.

Privacy enforced in the architecture.

Team-level data appears only once at least 10 people have responded — the floor of 10 protects the people answering, since small groups are easy to identify. Team feedback is free text, encrypted at rest — confidential rather than anonymous, and the difference is worth saying plainly: no one in your organisation can see it, and no one at Plus Ultra reads it. Retention and deletion are set out in the privacy policy — a full export on request, deletion actioned within 30 days, and only de-identified aggregates retained.

The team card for Echo — Palliative Care showing 'Privacy threshold not met' and metrics suppressed for privacy — no chart and no scores. — The floor in the product — a team below the minimum group of 10 is suppressed. No chart, no count.

Fits how your team already works.

Notifications in Slack, Microsoft Teams and Google Chat, reminders by email, and sign-in by magic link or email — nothing new for your people to learn.

SlackMicrosoft TeamsGoogle ChatEmail notificationsMagic-link sign-inEmail sign-in

The platform, feature by feature.

Clinically validated instruments

Built on published, peer-reviewed instruments — the Burnout Assessment Tool, WHO-5 and the Copenhagen Psychosocial Questionnaire (COPSOQ III).

Flexible cadence

Weekly, or a shorter monthly form — the pulse fits the team.

Aggregation

Team-level insight for groups of 10 or more, never individuals.

Confidential encrypted feedback

Free text, encrypted at rest. No one in your organisation can see it, and no one at Plus Ultra reads it.

Privacy by architecture

The floor of 10 protects the people answering — small groups are easy to identify, so we don't show them.

Retention and deletion

Your data stays yours — a full export on request, and deletion actioned within 30 days under our privacy policy.

Integrations

Slack, Microsoft Teams, Google Chat and email.

Care pathways stay yours

Plus Ultra measures and evidences psychosocial risk; it isn't an EAP and never provides care itself.

Audit-ready exports

Hazards, controls in hierarchy order, and a named owner against each one.