Team pulse: understand what changes while protecting individual responses
The pulse lets you contribute three responses about a current working relationship. It gives the group a protected view of emerging patterns, without showing the manager who responded or when.
What you actually do
In My space, select your current working relationship if you have more than one. Answer two questions about ways of working and one about relationship quality. All answers use fixed choices: there is no comment to write or response to justify.
You can resume an unfinished contribution while its window remains open. Your third response completes it. The weekly rhythm creates an opportunity to contribute, not an obligation.
What can contribute to the group
A contribution can count towards a collective signal only if a full assessment of that relationship had already been completed when the contribution was submitted. Completing an assessment later does not retrospectively change earlier contributions.
For each person, manager and dimension, only one current observation is retained. Contributing more often or using situational support does not give someone more weight. The server consolidates sufficiently recent observations; one response does not trigger a visible update.
The shared mirror: the same collective information
Eligible contributors see the same collective pulse signals as the manager. The manager has no list of participants, exact response rate or contribution date. Interpretations that use someone’s personal profile remain private.
Illustrative example: a need for more regular check-ins may become visible when it is sufficiently consolidated and safe to publish. That does not mean everyone wants it or that someone has just reported it.
Why you may see no signal
There may be too few eligible contributors, the observations may be too old, or the pattern may not be clear enough. No signal does not prove general satisfaction or a hidden problem. The product does not fill the gap with generic advice.
How to use a signal
Treat a signal as a starting point for clarifying how work happens: check-in frequency, decision space or support needs. It does not identify someone at fault or prove the effect of an action. The manager makes their own decisions; the product does not monitor compliance.