The Better Us Project

Workplace

For leaders

What you'll
experience.

We don't just measure wellbeing. We help your team build it, and we hand you exactly what to do with the data tomorrow morning. That's the line, the rest of this page is the receipts. Day 0 to year 1.

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Day 0, onboarding

Set up in 60 seconds. Your trial starts the same minute.

Workspace name, your name, your email. The 14-day trial begins. No credit card surprise.

We don't make you sit through a setup wizard. The workspace is created instantly. Your join code goes to your team via Slack, email, or printed QR, your choice.

Pre-loaded: a starter Wolf Mode (Den, for the first week), the activation checklist (so you know what's next), and the welcome email sequence that warms your team up over their first 14 days.

What this saves you

No procurement form. No 8-week IT review. No meeting with a sales engineer.
Your people are checking in by lunchtime, not next quarter.

Day 1–7, your team starts checking in

60-second daily ritual. Yours, never a Q4 survey that disappears.

Each packmate gets a 60-second daily check-in across five dimensions, mood, energy, stress, belonging, confidence. You see the scores, they keep the words.

You see each packmate's five scores next to their name, today and as a trend. That's the point: you can't support someone whose third flat week is buried inside a team average. Everyone is told plainly that their Pack Lead sees these scores, so nobody is surprised by it.

What you don't see: their words. Check-in notes, wrap-ups, reflections and journals stay in the packmate's account, encrypted. Anonymous feedback has the member ID stripped before it's stored, and pulse responses are anon-hashed at the database layer, so the honest release valve stays genuinely anonymous. Pack-level insights need five responders before any aggregate appears.

What your packmates get: a personal response to each check-in, drawn from a 200-entry wellbeing library matched to their pillar + mood. Specific. Yours. Not a generic affirmation.

Why this works

A daily prompt catches the week someone is quietly struggling. A quarterly survey catches it a quarter late, if at all.
Response rates hold because the ask is 60 seconds and the privacy line is clear. Long surveys decay because they are long, not because people stop caring.

“You can't support someone whose third flat week is buried inside a team average.”

Day 7, the first shape lands

Your team's radar across the five Wolf Logic pillars.

Den (belonging), Howl (voice), Pack (trust), Hunt (mastery), Move As One (alignment). Strengths + watch zones at a glance.

The radar shape tells you the room: a balanced pentagon means the team's steady; a sharp spike means a strong pillar to lean into; a deep notch means the watch zone.

Clicking through to your insights dashboard gives you the deeper view: weekly trend per pillar, recognition density, mood distribution, manager-attributable patterns.

Your benchmark is your own last month. Every pillar carries its own trend line, so you are measured against where this team actually was, not an invented industry average.

Every day, Today's Pack Play arrives

We don't just measure. We hand you what to do today.

131-play library. The recommender picks one matched to today's signal, deterministic per workspace + day, with a 14-day rotation tax so it never repeats too soon.

Today's Pack Play sits at the top of your manager home. It comes with reasons attached ('belonging is the lowest pillar this week', 'recognition wall has been quiet'), the duration (5–30 min), the energy required, in-person OR remote step-by-step instructions.

One tap: copy a pre-formatted Slack message. One tap: open the full facilitator guide. One tap: add to Google Calendar with the agenda pre-filled.

131 plays, at one per week, you see 52/year before any repetition. Fresh recommendations for over two years.

Why no other platform does this

Culture Amp, Lattice, and Officevibe surface the signal and suggest directions, then hand the follow-through back to you.
BetterUs is the only product in the category that closes the loop: data → recommendation → ready-to-run activity → distributed in one tap.

Day 30, patterns surface (with the action attached)

Insights with concrete moves, not vague dashboards.

Insight cards land continuously: 'belonging dipped after the reorg', 'new starters need a Den moment', 'team mood trending down'. Each comes with 2–4 specific actions.

Insights are k-anon-respecting (≥ 5 contributors before any aggregate fires). Actions are linked: tap 'Set Wolf Mode to Den' and you're there. Tap 'Run a workload pulse' and the pulse is half-built.

When an insight fires, you can convert it into a tracked Action Plan, a 4–6 week commitment with check-ins, evidence captured, and a closing verdict.

The whole loop: signal surfaces → action prescribed → tracked over time → outcome reviewed.

Day 90, your first State of the Pack

Six pages. Board-ready. One click.

Cover, executive summary, five-pillar deep dive, recognition narrative, insights + forward look, methodology + privacy. Send it to your CEO before the strategy meeting.

Designed for senior leadership reading on a phone before a meeting. Long enough to surface nuance, short enough to read in 5 minutes.

Includes anonymised quotes (consent-based), pillar narratives that don't need translation, benchmark bands, and a methodology page your CISO won't need to question.

Pairs with the BoardReport (one-pager) for the 5-minute board slot. Two artefacts, one source of truth.

“Your benchmark is your own last month, not an invented industry average.”

Year 1, the compound effect

The evidence your CHRO can actually check.

Not borrowed industry percentages. The numbers from your own workspace, measured the same way every month.

Recognition volume, per pillar and per pack, trended week over week. You see whether praise is actually circulating or pooling around the same three people.

Participation and streaks: who has the ritual, who quietly dropped it, and when the drop started.

The five pillar scores, month over month, so belonging and trust have a line rather than an anecdote.

Every figure is your workspace's own, exported to CSV or PDF whenever your CHRO wants to check our working.

We do not publish benchmark percentages we cannot evidence. When we have a cohort large enough to say something true about the average workspace, we will say it, with the sample size attached.

Throughout, you're not doing this alone

We help you lead well, not just measure how it's going.

Manager Playbook (12 lessons, 3–5 min each), Today's Focus card, Better Us Five (5-week onboarding programme), Weekly digest emails.

When you're stuck, the Manager Playbook has the lesson, situation-specific, voice-matched: 'Running a 1:1 when belonging is low', 'Recovering after a missed deadline', 'The week before planning'.

When new starters land, the 5-week onboarding programme auto-rotates Wolf Mode (Den → Pack → Howl → Hunt → Move), so you don't have to invent the first month.

When the week's almost over, Friday Wrap gives your packmates a structured 10-minute close they actually want to write, and you a 3-minute read.

Objection map

What buyers ask. What we say.

The questions that come up most often. We give you the same answers we'd give your CISO, your CHRO, and your CFO.

Will my team actually use it?
Adoption is the metric we lose deals on, so we measure it brutally. Default daily-active rate across pilot workspaces sits at 65–80% by week three when the lead sends recognitions and sets Wolf Mode weekly. When the lead doesn't, it sits at 30%. We tell every customer that in the first conversation; it's the most honest answer we have.
How is this different from Officevibe / Lattice / 15Five?
Those tools are HR survey infrastructure. BetterUs is a daily ritual the team runs, not the People team. Recognitions, check-ins, Pack Plays, the radar, all designed for a manager opening BetterUs Monday morning, not a P&C analyst running cross-tabs at quarter-end. The two coexist; we don't overlap with the perf-review surface.
What about psychological safety, won't surveillance backfire?
Be precise about this with your people, because we are. Pack Leads see each packmate's five daily check-in scores next to their name, that's how you spot someone struggling before it becomes a resignation. What stays private: all free-text (check-in notes, wrap-ups, reflections, journals) never leaves the packmate's account, anonymous feedback has the member ID stripped before storage so we genuinely cannot identify the sender, pulse responses are anon-hashed, and pack aggregates are suppressed entirely below 5 responders. Everyone is told exactly this in-app, no surprises.
How long until we see results?
First radar reading: 2–3 days. First trend you can act on: ~2 weeks. Behavioural shift in 1:1 quality + retention numbers: 8–12 weeks if the manager sends the first recognition each week.
What's the security + privacy posture?
TLS 1.2+ in transit, AES-256 at rest. Manager-aggregate-only with k-anon ≥ 5. SOC 2 Type II in progress (letter of intent available). GDPR + Australian Privacy Principles compliant. Our printable one-page security overview is the document your CISO will want.
What if we cancel?
Packmates keep all their data. You can re-activate same workspace, same join code. After 90 days cancelled we anonymise check-in history and delete recognition free-text per the privacy policy.

You've seen the receipts. The next one gets written by your team.

Fourteen days is long enough to see your first radar, run your first Pack Play, and know whether this is your team's new Monday. No card, no lock-in.

Start your 14-day trial See the ROI calculator

What you'llexperience.