Aggregated by design
Results are reported at team, department and location level. Individuals stay anonymous. That is how the method is built, not a setting you switch on.
Workplace experience research
Ask your workforce before you redesign around them
Occupancy shows what happened in the space. Dynamics shows what people needed from it: working patterns, preferences, and how much the workplace helps or hinders the work. Reported by team and location. Never by individual.
- 65%
- Response rate, 500-person firm
- 3
- Instruments, each published
- 60M+
- Benchmark datapoints
- 0
- Individuals identified
What it gives you
A reason, not just a reading
When a floor sits empty, Dynamics tells you whether it is the desks, the noise, the commute or the policy.
An argument HR and CRE can share
One dataset that speaks to retention and to square metres, usually where these conversations stall.
Something to say to employees
You asked, and the plan visibly follows from what they said. That is most of the change management.
Use case
18% turnover, a 65% response rate, and five pillars showing it was not the pay.
A 500-employee firm with 18% turnover, a 65% response rate and a retention score of 62%. Five pillars showed where the workplace, not the pay, was driving people out.
What it does
Enablement, scored
How much the workplace helps or hinders the work, as a score you can compare across teams and locations rather than debate.
Culture as a variable
Built on the Competing Values Framework, so you can see where the workplace supports the culture you have and where it fights it.
Established instruments
Preference and working style measured with the Big Five via TIPI, rather than a satisfaction survey with a smiley scale. Reported as patterns, never as a person.
Commute and emissions
Travel time, distance and CO₂ per employee, which turns a policy discussion into a number you can report.
Benchmarked
Your results set against a dataset built since 2001, so a score means something beyond your own building.
What employees get back
Dynamics aggregates for the organisation. Entry Pass gives each person their own answer, which space suits which task, and what conditions they actually work well in.
That exchange is what makes aggregation a fair deal rather than a policy. It is also why people take part a second time.
Features summary
Intuitive Workforce Data Dashboards
- Workplace value per employee
- Workplace value-to-cost ratio
- Workplace enablement scores
- Sentiment alignment
- Workspace alignment and issues
- Cultural alignment
- Commute details and CO2 emission
- Current and preferred schedules
- Remote work preferences and reasons
- Activity patterns and collaboration networks
Advanced Search, Filters & BI Tools
- Compare datasets
- Identify trends based on different parameters
- Identify misalignments and root causes
Personal Workplace Passport For Each Employee
- Workplace profiles with productivity tips
Unlimited assessment invitations
Questions we get asked
What is Dynamics?
Dynamics is workplace assessment. It establishes how people work: where, when, with whom, on what, what helps them and what gets in the way, measured across activities rather than as one satisfaction score.
It is the product that tells you why a floor is empty, rather than only that it is.
What do employees have to do?
It depends on the product. Dynamics asks them to answer questions once. Occupancy does not involve them, though they should be told it is happening. Entry Pass gives them something back.
Participation should be worth their time, and they should know what is collected, what it is used for and what returns to them.
Can our employer see my individual answers?
Entry Pass is for the individual. There is no manager view of it.
Where a product does report to the organisation, it reports aggregated patterns. If you are evaluating this as a works council, ask for the specific configuration in writing rather than relying on a website: that is what the DPA is for.
What happens after the analysis?
The analysis is not the deliverable, the decision is. Depending on scope: scenarios, a hybrid policy, a space programme, support through design and fit-out, employee enablement, and then measuring again on the same method.
That last step is what turns two snapshots into a trend and a trend into the next business case.
Ask your own question first
Dynamics sits in every plan, from $3.87 per completed employee per month — you pay for the people who took part, not for everyone who could log in. Bring one decision and we will tell you what it takes to measure it.