Orgpuls
Use cases

From statutory survey to management tool

Same questions, same threshold and same list of measures — used in eight different ways. Pick the situation that resembles yours and see how it is handled in practice.

Try free for 15 daysSee the platform →
1Annual surveyThe survey the law requires, done in an hour2Pulse between surveysSee whether measures work — before next year3Without an HR departmentManaging director, 20 employees, no HR department4One team stands outWhen one team has it harder than the rest5Reorganisation and changeMeasure before and after a change6New managerGive a new manager an honest starting point7Inspections and documentationWhen the Labour Inspection Authority asks for documentation8Safety reps, union reps and AMUThe same figures on the table for all parties
Annual survey

The survey the law requires, done in an hour

One main survey a year covers the survey duty in § 3-1 c of the Working Environment Act and sets the baseline everything else is measured against. The questions are ready, the threshold is set and the report writes itself.

33 statements across eleven factors, four minutes to answerThe safety representative is notified two days before send-outOne reminder, and the round closes after seven daysRisk assessment per factor with legal basis, ready for the working environment committee (AMU)
What you useSurveys and annual cycle →Report →
Annual cycle 20261 main survey · 3 pulses
JanFebMarPulseAprMayJunPulseJulHolidayAugSepMainOctNovDecPulse
The main survey in September gives results ahead of the budget and action-planning work in the autumn.
Pulse between surveys

See whether measures work — before next year

The pulse asks the three statements for each factor you have put measures on, and shows whether the curve turns while there is still time to adjust.

Questions are drawn from the factors with open measuresSame wording as the main survey, so the figures can be comparedA factor drops out once its measures are closed
What you useSurveys and annual cycle →Results →
Speaking up · whole organisationdashed line = target 60
48Baseline 2541Baseline 2644Pulse Dec48Pulse Mar53Pulse Jun
The measure “always reply to incident reports” started in October. The pulses show it is working, but not enough yet.
Without an HR department

Managing director, 20 employees, no HR department

Simple view gives one page: what people are happy with, what pulls down, and three things to do now. Tuva shows what remains before you're up and running, and help is on every page.

The overview opens automatically for managing directors with fewer than 50 employeesEmployees are pasted in or uploaded as a CSV — no HR system neededThe wizard takes you from org. no. to first send-out in 20 minutes
What you useSetup →The assistant →
Do this nowOverview · simple view
Speaking upDue 15 OctAlways reply to incident reports within five daysWorkloadYou · due 1 NovPriorities meeting every MondayComments6 daysTwo anonymous comments are awaiting a reply
People value the meaning in their work. What pulls down is speaking up and workload.
One team stands out

When one team has it harder than the rest

The heatmap shows team against factor. The segment profile compares one team with the rest and points to where the difference is greatest — without any individual being identifiable.

Groups below the threshold are shown as a dash, for administrators tooThe department manager sees only their own teamThree suggested measures per factor, ready to choose
What you useFour views →Measures →
Team × factorthreshold 5 responses
SpeakLoadMgrRoleMeaningOperations · 84951707481Projects · 94631585975Workshop · 82847557277Admin · 3—————
Workshop and Projects each stand out on a different factor. Those are two different problems, and they need two different measures.
Reorganisation and change

Measure before and after a change

Add an extra pulse to the annual cycle four to six weeks after a reorganisation, a system change or a merger. Then you see whether people know what is expected of them, and whether support from managers holds up.

Add a pulse in any month with one clickChoose the affected factors: role clarity, conflicting demands, support from managerCompare with the baseline from before the change
What you useSurveys and annual cycle →Four views →
Role clarity · before and afterbaseline vs pulse 6 weeks after
Knows what is expected · before74Knows what is expected · after58Knows where responsibility ends · before67Knows where responsibility ends · after49
The drop is largest on the limits of responsibility. A short role map per team is often enough to put it right.
New manager

Give a new manager an honest starting point

The baseline from before the change of manager and the pulse afterwards show how the team experiences support, role clarity and speaking up. The figures apply to the team as a whole — never individuals, and never the manager as a person.

The team must have at least five responses before anything is shownThe manager gets their own leadership practice suggestions per factorAnonymous comments can be answered without knowing who wrote them
What you useResults →Comments →
Support from manager · Projects9 responses
Gets support when the job gets demanding61The manager knows what the job involves63Can raise difficult issues68Is heard when something is to change60
Inspections and documentation

When the Labour Inspection Authority asks for documentation

The report brings together the survey, risk assessment, measures and participation, with legal basis per factor. Choose year and scope, read it through and save as PDF.

Covers aml. § 3-1 c and § 4-3, cf. regulation ch. 1AShows that the safety representative was notified and union representatives were involvedLog of measures with owner, deadline and measured effect
What you useReport →Measures →
Report · 2026PDF
✓Summary and indexWhat is going well, what pulls down✓Risk assessment per factorLikelihood, consequence and legal basis3Measures with owner and deadlineStatus and measured effect4Participation and legal basisSafety representative, union representatives and consultation
Safety reps, union reps and AMU

The same figures on the table for all parties

The safety representative sees the same figures and the same risk assessment as management, at the same time. Consultation with union representatives is documented before the first send-out, as § 9-2 requires for a recurring survey.

The safety representative is notified before every send-outMeasures have an owner and a deadline before the AMU meeting startsNobody in any role sees individual responses
What you useRoles and access →Report →
Before the AMU meetingsent automatically
§ 6-2Done 12 SepSafety representative notified 2 days before send-out§ 9-2Done 3 FebNeed and design discussed with union representativeRiskFor reviewTwo high-risk factors — measures decided
Industries

Same tool, different working days

The questions are the same everywhere, so the figures can be compared over time. What sets industries apart is which factors tend to weigh most, and how people are reached.

Building and constructionTeams with very different days — workshop, projects and operations. The heatmap shows where the differences are, without pointing at people.Speaking upWorkload
Health and careShift rotas and many without a fixed screen. Send-outs by SMS, and the pulse tracks emotional demands through the year.Emotional demandsSupport from manager
Retail and servicesMany part-time staff and several locations. Location groups that are too small are not shown, but count towards the whole.Role clarityRecognition
Municipal and public sectorClear requirements for participation and documentation. Consultation and notice to the safety representative are logged in the report.Conflicting demandsParticipation
Technology and consultingRapid growth and frequent change. Extra pulses after a reorganisation show whether the structure holds.Role clarityWorkload
Industry and manufacturingShifts and physical work. A short survey on mobile, and steady follow-up of incident reports and speaking up.Speaking upSupport from colleagues

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Use cases: work environment mapping for everyone | Orgpuls