Platform

Four parts that fit together

The survey is the start. The results point to what moves the score, the comments explain why, and measures are closed only when the next survey shows whether they worked.

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InsightSurveysResultsCommentsMeasuresSetupDemo Company · 34 employees

Working environment index · baseline 202661−3 since last year28 of 34 responded · 82%4 satisfactory5 to follow up2 high riskWorkshop has eight responses, above the threshold of five, so its figure is shown. Admin has three and is shown as a dash.

Waiting for youAlways reply to incident reports within five days — WorkshopYou are responsible · deadline passed yesterdayUpdateTwo anonymous comments are awaiting a replyThe oldest has waited six daysOpenApprove the pulse on 12 OctoberSix statements from the two high-risk factorsSee the selection

Surveys and annual cycle What answering is like Results Four views Comments Measures Report Roles and access Setup and integrations The assistant

What you get

SurveysAn annual cycle that runs itselfA main survey each year, short pulses in between. Send-outs, reminders and notices to the safety representative happen automatically.

ResultsWhat pulls up, what pulls downAn index per factor and team, with a threshold that protects anonymity. Suggested measures sit beneath the figures.

CommentsReply to employees without knowing whoAnonymous comments grouped by factor. You reply in the app, and the writer sees the reply through their own link.

MeasuresOwner, deadline and measured effectEach measure is tied to a factor and closed only when the next survey shows whether it worked.

Team × factorGroups below the threshold are shown as —

Speaking upWorkloadSupport from managerRole clarityMeaningOperations · 85858667878Projects · 95828585866Workshop · 82841587878Admin · 3—————

HeatmapPrioritySegment profileTrend

1Threshold of five, can be raised to tenGroups with fewer responses are shown as a dash — for administrators too. Never below five.

2Four viewsHeatmap, priority, segment profile and trend. Same data, different question.

3Suggestions beneath the figuresTap a factor to get three research-based measures, with time required and what to measure.

4The role sets the viewThe department manager sees their team. The safety representative sees the whole. Nobody sees individuals.

Surveys

The annual cycle runs itself

One main survey a year sets the baseline. The pulses in between measure only what you have put measures on — three statements per factor. Send-outs, reminders and notices are all automatic.

Baseline: 37 questions, all employees, once a yearPulse: three statements from each factor with open measuresA factor drops out of the pulse when its measures are closedAdd a pulse to any month directly in the annual cycle

Annual cycle 20264 send-outs · break in July

JanFebMarPulseAprMayJunPulseJulHolidayAugSepMainOctNovDecPulse

Each send-out

Safety and union representatives2 days beforeManaging director1 day beforeEmployeesTuesday 09:00Reminderday 4Results to management and safety representativeday 7

Baseline · 37 questionsPulse · 3 per factorReminder · one

09:41Demo Company

13 / 37

Speaking upI can speak up about wrongdoing without fearing the consequences

Strongly disagreeSomewhat disagreeNeutralSomewhat agreeStrongly agree

Want to say more? Optional +

SkipNext

What answering is like

Four minutes, on a phone, on a break

One question at a time, factor visible, comment optional. The order is random for each person, so nobody can guess who answered what from when the answer came in.

The answer is anonymous — name, email and IP are not stored with itThe manager sees figures only once the threshold is reached — at least five responsesQuestions can be skipped; comments are optionalSent by email or SMS to those who don't work at a screen

Results

Sorted by what moves the whole — not by the lowest figure

Nine to eleven factors with an index of 0–100, change since last year and risk level. Tap a factor to see the statements behind the figure, the distribution of answers and three suggested measures.

FactorIndex and trendRisk

Speaking upaml. § 4-341−7High

Workloadregulation ch. 1A44−9High

Conflicting demandsregulation ch. 1A52−6Medium

Emotional demandsregulation ch. 1A58−1Medium

Support from managerregulation ch. 1A64−5Medium

Role clarityregulation ch. 1A71−2Low

Do these three

1Speaking up in WorkshopIndex 28 · 8 responses+62Workload in ProjectsIndex 31 · 9 responses+43Support from managerLargest drop among new hires+3

Trend · speaking up202320242025MeasurePulse

Four views

Same figures, four questions

HeatmapTeam × factor with a threshold lock. Groups under five responses are shown as —.

SpeakLoadMgrRole

PriorityWhat moves the whole most — not what has the lowest figure.

Segment profileOne team against the rest. Where does it differ, and on what?

TrendBaseline and pulse on the same line, with the measure marked.

Comments

An anonymous conversation, not an inbox

Free-text answers are grouped automatically by factor and tone. The manager replies without knowing who wrote, and the employee reads the reply via their private link.

Grouped by factor, with tone taken from the answer the comment belongs toThe reply reaches the writer — via a private link, without anyone knowing whoFilter by survey, factor and statusA factor is shown only once at least five have answered

All factors18 commentsSpeaking up9 · negativeWorkload6 · negativeSupport from colleagues5 · positive

Speaking upNegativeWaiting · 6 days“Speaking up doesn't help. We reported a problem with the rigging in the spring and never heard anything.”Write a reply …Send

Recognition and meaningPositiveAnswered“Changing the morning meeting was a good move.”You replied: Great to hear — we'll keep it up.

Measures

From finding to effect, with owner and deadline

Each factor has three ready-made, research-based suggestions — a workshop, a routine or a leadership practice — with time required and which statement to measure. The measure is tied to the factor and closed only when the next pulse shows whether it worked.

Suggestions · speaking up (41)

RoutineOngoingReply to every report within five daysMeasured on: When someone reports a problem, something is done about itWorkshop90 minWorkshop: What stops us speaking up?Measured on: I can speak up about wrongdoing without fearing the consequencesLeadership practiceEvery meetingThe manager asks first and speaks lastMeasured on: Disagreement is raised openly here, not in the corridor afterwards

Speaking upOverdueAlways reply to incident reports within five daysAnne Rygg · deadline passed yesterday · from baseline 2026

ProposedDecidedIn progressCompletedEffect measuredClosed

The effect is measured in the pulse on 12 October on the statement “When someone reports a problem, something is done about it”. The measure can be closed once the index has been measured again.

Report and documentation

Report to AMU, management or the Labour Inspection Authority

The report is written from the figures: findings, risk assessment, measures and legal basis per factor. Choose the year, scope and recipient. You read it through and approve it — nothing goes out automatically.

Choose year, scope and recipient: the Norwegian Labour Inspection Authority, the working environment committee (AMU), the management team or employeesLegal basis per factor: aml. § 3-1 c, § 4-3, regulation ch. 1AConsultation with union representatives and notice to the safety representative are documentedSave as PDF; the data is yours

Page 1Summary and indexDemo Company · 2026

Page 2Risk assessment per factoraml. § 3-1 c

Page 3Measures with owner and deadline4 measures · 1 effect measured

Page 4Participation and legal basisSafety rep · union rep

Roles and access

Who sees what

The role sets the view. Nobody sees individuals, and the threshold (at least 5 responses) applies to administrators too. Simple view gives one page; full view gives all the analyses.

Managing directorDepartment managerSafety representative

Whole organisationYes—Yes

Own team above thresholdYesYesYes

Anonymous commentsAllOwn—

Risk assessment and legal basisYes—Yes

Measures: set owner and deadlineYesOwn—

Notice before send-out1 day beforeSame day2 days before

Setup and integrations

Ready in 20 minutes, with or without an HR system

§BrønnøysundEnter the org. no. — name, address, industry and headcount are fetched.

⇪EmployeesPaste, upload a CSV or add by hand. Group and role right in the table.

◔Groups and thresholdSmall groups are not shown, but count towards the whole. Threshold 5, can be raised to 10 — never lower.

✎WizardNine steps from organisation to first send-out. Can be run again.

◐Email and SMSInvitations by email, and by SMS when you turn it on — for those without a fixed screen.

⚑PrivacyData in the EU. The legal basis for processing is documented, and the data processing agreement is signed in the app.

IntegrationsCSVPaste a listEmailSMSMicrosoft Entra IDComingMicrosoft TeamsComingTripletexComingVismaComingSimployerComing

Everything works without an HR system: paste or upload a CSV, and Orgpuls keeps the register. Connections marked “coming” are in progress — tell us which system you use.

The assistant

Tuva shows the way on every page

She sits in the corner of every page: three steps for the screen you're on, the research and legal requirement it rests on, and what remains before you're up and running. She never reads responses, and neither does any language model.

Tuva: Two of four steps remain before you're fully up and running. Next is checking groups and threshold — then you're ready for the first survey.Continue setup

Help on every pageBasis and lawWizard at start-upGetting-started list

Try it on your own organisation

Enter your organisation number and we'll fetch the name, address and industry from the Brønnøysund Register Centre. Free for 15 days. No card.