The Statement Framework
The Statement Framework
The Statement Framework
We measure broadly – but present it simply!
We are the employees' voice and the leader's tool. Our approach covers the full spectrum of well-being and performance, but we cut to the chase and only give you what you need – when you need it.
We are the employees' voice and the leader's tool. Our approach covers the full spectrum of well-being and performance, but we cut to the chase and only give you what you need – when you need it.
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We collect feedback on thousands of different statements – all validated by psychologists – but present it all in one clear and easy-to-understand overview. Every response is grouped under four key indicators: Performance, Motivation, Satisfaction, and Stress-free, so you can see how things are going without drowning in data.
Each question is linked to one of three levels: individual, team, or leadership. This makes it easy to pinpoint where a challenge belongs – and who needs to take action.
We highlight what matters – when it matters. And with clear color codes, leaders can instantly see what needs attention and what’s worth celebrating.
All of it in a simple, intuitive dashboard – created by leaders, for leaders.
Performance
21%
Do employees have what they need to succeed?
We don’t measure performance itself, but the conditions that make performance possible: clear goals, support, skills, and direction.
Example statements:
“I feel I have the right skills to succeed in my job”
“I know what’s expected of me at work”
Your team must have the best conditions to perform in order to achieve your team goals. Or even exceed them.
When all employees understand why goals are set and what they need to do to achieve them, you get a high-performing culture. It is crucial to know whether the culture creates the drive and energy necessary to perform. If a culture is challenged in terms of performance, it is reflected in the team's overall results and ambitions.
Motivation
97%
What drives employees – and what drains them?
We measure key motivational factors like autonomy, recognition, meaning, and alignment with values.
Example statements:
“I feel there is meaning in what I do”
“I feel motivated by my goals”
A highly motivated team will work harder, longer, and more passionately to achieve common goals.
We measure motivation at the leadership, cultural, and individual levels, which fuels a successful team. The team must be motivated as a unit and create a culture where team members support each other in reaching common and personal goals instead of competing.
Satisfaction
62%
Are the basics in place?
We measure the everyday factors that influence job satisfaction: collaboration, communication, structure, and facilities.
Example statements:
“We collaborate well in my team”
“My workday is well structure
Satisfaction is one of the most crucial factors affecting team members' overall well-being. The basic needs must be met if one wishes to have a well-functioning team.
Through honest and anonymous feedback, we measure each team member's level of satisfaction with management, the work culture, and their situation. You will be surprised at how far you can go with a little effort when it comes to satisfied employees.
Stress free
85%
Do employees experience healthy or unhealthy stress?
Not all stress is bad. Short-term pressure can be a natural part of work – but when it becomes long-term, it can lead to burnout. That’s why we focus on early warning signs: workload, balance, psychological safety, and the relationship with the immediate manager.
Example statements:
“My workload is manageable”
“I feel safe talking about stress if it comes up”
A short period of stress can sometimes create an urgent need to perform. However, prolonged stress and overwhelm will ultimately lead to burnout.
Our focus is on the balance between work and personal life and on identifying stress indicators early to act proactively and avoid personal or professional burnout, which can have serious consequences not only for the individual but also for the entire team.
Let’s be honest – no one wants to answer the same questions over and over again!
Let’s be honest – no one wants to answer the same questions over and over again!
Let’s be honest – no one wants to answer the same questions over and over again!
Employees tune out, give half-hearted answers – or don’t respond at all. That’s exactly what we’ve changed with Successteam.
Our approach to feedback is simple: it should always be on the employees’ terms. They need to want to respond – so the questions must reflect what they’re actually experiencing in their day-to-day work.
Every single feedback round – whether weekly or monthly – includes fresh, relevant questions.
At the same time, we keep things simple for leaders – giving you more insight without more noise. We show you what matters – when it matters.
Employees tune out, give half-hearted answers – or don’t respond at all. That’s exactly what we’ve changed with Successteam.
Our approach to feedback is simple: it should always be on the employees’ terms. They need to want to respond – so the questions must reflect what they’re actually experiencing in their day-to-day work.
Every single feedback round – whether weekly or monthly – includes fresh, relevant questions.
At the same time, we keep things simple for leaders – giving you more insight without more noise. We show you what matters – when it matters.
Employees tune out, give half-hearted answers – or don’t respond at all. That’s exactly what we’ve changed with Successteam.
Our approach to feedback is simple: it should always be on the employees’ terms. They need to want to respond – so the questions must reflect what they’re actually experiencing in their day-to-day work.
Every single feedback round – whether weekly or monthly – includes fresh, relevant questions.
At the same time, we keep things simple for leaders – giving you more insight without more noise. We show you what matters – when it matters.
That’s why our customers consistently see response rates above 80% – even with weekly feedback.
That’s why our customers consistently see response rates above 80% – even with weekly feedback.
That’s why our customers consistently see response rates above 80% – even with weekly feedback.
When questions feel relevant and varied, giving feedback becomes a habit, not a burden.
At Successteam, our feedback system is built on thousands of carefully selected statements, developed in collaboration with psychologists and experts in workplace culture and leadership.
The questions are automatically tailored to your industry, team type, and work environment, and we ask about what actually makes sense in your day-to-day reality.
We don’t just ask, “Are you stressed?” – instead, we dig into the many underlying factors that may indicate stress in the team, like workload, balance, and psychological safety. That gives you broader, more nuanced insight, without bias.
And no, we don’t repeat the same questions over and over.
Unless we’re following up to see if something has changed.
When questions feel relevant and varied, giving feedback becomes a habit, not a burden.
At Successteam, our feedback system is built on thousands of carefully selected statements, developed in collaboration with psychologists and experts in workplace culture and leadership.
The questions are automatically tailored to your industry, team type, and work environment, and we ask about what actually makes sense in your day-to-day reality.
We don’t just ask, “Are you stressed?” – instead, we dig into the many underlying factors that may indicate stress in the team, like workload, balance, and psychological safety. That gives you broader, more nuanced insight, without bias.
And no, we don’t repeat the same questions over and over.
Unless we’re following up to see if something has changed.
When questions feel relevant and varied, giving feedback becomes a habit, not a burden.
At Successteam, our feedback system is built on thousands of carefully selected statements, developed in collaboration with psychologists and experts in workplace culture and leadership.
The questions are automatically tailored to your industry, team type, and work environment, and we ask about what actually makes sense in your day-to-day reality.
We don’t just ask, “Are you stressed?” – instead, we dig into the many underlying factors that may indicate stress in the team, like workload, balance, and psychological safety. That gives you broader, more nuanced insight, without bias.
And no, we don’t repeat the same questions over and over.
Unless we’re following up to see if something has changed.
Stress-free
21%
I feel guilty when I call in sick
I feel safe speaking up
We are aware of each other’s stress levels
I feel that I have realistic deadlines
I speak up when a colleague seems overwhelmed
People respect when I am off
Stress-free
21%
I feel guilty when I call in sick
I feel safe speaking up
We are aware of each other’s stress levels
I feel that I have realistic deadlines
I speak up when a colleague seems overwhelmed
People respect when I am off
We are here to help
Frequently asked questions
Why these 4 indicators?
If the questions are written in advance, do they fit my work environment and my industry?
Which languages do you support?
Why these 4 indicators?
If the questions are written in advance, do they fit my work environment and my industry?
Which languages do you support?
Why these 4 indicators?
If the questions are written in advance, do they fit my work environment and my industry?
Which languages do you support?
CURIOUS?
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CURIOUS?
Book a demo with us!
CURIOUS?
Book a demo with us!
