Everything a manager needs to lead with clarity
HeartMetrics combines signals from your work tools into actionable dashboards that surface health, fairness, and growth opportunities across your team.
Dashboards & Views
Overview Dashboard
Team wellbeing index, high-risk employees, blocked work summary, and top recommended actions at a glance.
Full team health and individual WHI scores with trend indicators.
Personal score with drivers, but not comparisons to other employees.
Team Health
Work Happiness Index distribution across your team. Filter by risk tier, sort by score or trend.
Individual employee WHI scores, confidence levels, and top drivers for each team member.
Their own WHI score with driver breakdown and trend over time.
Work Distribution
Workload balance showing WIP, meeting hours, blocked items, and work type breakdown (strategic vs operational vs firefighting).
Complete work distribution table with fairness hints showing concentration of high-impact work.
Their own workload breakdown and comparison to team averages (anonymized).
Recognition & Growth
Recognition frequency per person, gap detection, and visibility/growth opportunity rotation hints.
Recognition gaps, suggested prompts, and growth opportunity rotation recommendations.
Their own recognition history and growth trajectory.
Actions (Manager Playbook)
AI-recommended actions grouped by category: reduce overload, unblock work, recognize, rotate opportunities, and support.
Action cards with problem, impact, effort, and one-click execution.
Not visible to employees. Actions are manager-only.
"Why this score?"
Every metric in HeartMetrics is explainable. Click on any score to see exactly which signals contributed, how they were weighted, and what you can do about it.
- No black boxes. Every calculation is transparent.
- Score drivers are listed in plain language.
- Confidence levels indicate data quality.
Example: Riya S. (WHI: 41)
Real-world use cases
Detecting burnout before it escalates
A manager notices Riya's WHI dropped to 41 with 3 blocked items and overloaded status. HeartMetrics recommends reassigning 2 tasks and scheduling an unblock meeting.
Ensuring fair opportunity distribution
The fairness insights flag that top 2 employees get 65% of stretch projects. The manager rotates the next project to Olivia, who has only 20% stretch work.
Recognizing invisible contributions
Sam has been doing 45% firefighting work with zero public recognition. HeartMetrics prompts the manager to draft a team shoutout acknowledging Sam's operational support.
Repairing 1:1 support gaps
Support time varies 3x across the team. HeartMetrics suggests scheduling focused 1:1s with under-supported team members to repair trust.