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Your personalized coach, not another survey

Your team doesn't need another dashboard.
It needs a coach.

NudjeWorks replaces the traditional, ineffective pulse survey with an adaptive coach for every employee. It listens, reflects back, and delivers feedback and nudges right inside the tools your team already uses.

Get a demoSee how it works
Last week, recapped
"Goals felt unclear last week.
You wrote down your top priority for the sprint.
How's that landing now?"
It helpedSort ofNot really
Goals4/5
Progress3/5
Energy4/5
Private to this employee, always
The problem with pulse surveys

A score with no action attached changes nothing

HR collects scores, and managers are left to run team dialogues that rarely translate into individual action.

Both give you the basics
Team trend dashboardsManager-level insightsRecurring, scheduled check-ins
Traditional pulse survey
Manager-driven. HR reads a dashboard and decides.
Same fixed questionnaire, every single time.
Scores go up to management, one snapshot in time.
NudjeWorks
Individual-driven. Each employee gets their own action.
Adaptive. It branches into "what's behind that?" when something's off.
Scores stay private. Managers see aggregates only.
A continuous loop with a follow-up that measures change.
How it works

One loop, on repeat, every two weeks

The coach never lets go of the loop. It opens every session, reads every answer, hands out the nudge, and checks back in, on repeat.

01 · Opens the session
02 · Identifies patterns
03 · Hands out the nudge
04 · Follows up
01
Session opener
Recaps last week: what you committed to, whether it helped, how their score moved.
02
Adaptive check-in
A short set of questions across four dimensions. A low answer splices in a follow-up, like a coach asking why.
03
The nudge
A concrete micro-action, framed around what dipped. You pick a time slot and commit.
04
Follow-up
Days later: did you do it, and how do you feel now. The delta gets recorded and the loop closes.
Adaptive check-ins

NudjeWorks listens like a coach, not a form

Nudje quickly identifies when someone's struggling, and it adapts the check-in to dig deeper into the root cause. It's like a coach checking in on your team's well-being, not a form that just collects data.

S
"Goals dipped to 2 out of 5. What's behind that?"
Are you progressing toward your goals?
1
2
3
4
5
What's behind that?
Blocked by othersToo many prioritiesUnclear goals
Goalsdipped to 2/5
Grab a coffee and talk about Q1 priorities
When works?
TomorrowThis week
Commit to it
One small action

Awareness alone never changed a score

When a dimension trips its threshold, NudjeWorks doesn't just flag it. It hands the employee one concrete, curated action and a time to do it. Small, specific, and theirs to commit to, not a generic wellness tip nobody acts on.

The library and the triggers are both tunable, so the nudge always matches your org's tone and the rule that fired.

Team escalation

Not every dip is something one person can fix alone

A nudge works when the fix sits with the employee: block focus time, grab coffee, ask for feedback. It doesn't work for team cohesion, a structurally overloaded team, or a culture where nobody feels supported. Those need a manager to act.

So when a dimension keeps tripping across a manager's team, NudjeWorks escalates it to them automatically, no one decides to "tell the manager." They see that someone on their team is struggling, the most common reason behind it, and a suggested action.

Never a name, never a count, and nothing fires below three active reports.
GoalsAnonymized
Someone on your team is struggling with unclear goals
Most common reason · Too many priorities
Block 20 minutes this week for a 1:1 that isn't about deliverables.
Mark as actioned
Dismiss
Privacy is load-bearing

Individual answers never reach a manager. Ever.

Every score and every answer stays private to the employee. Managers get team-level trends: check-in completion, nudge follow-through, and dimension movement, and only once a team clears five respondents. Below that floor, nothing renders, so no individual can be singled out.

5
minimum respondents to render any aggregate
0
individual scores a manager can ever see
Team view, 12 respondents
Goalsavg 3.8
Energyavg 3.1
Nudge follow-throughavg 71%
No individual scores. Aggregates only, above the 5-person floor.

Give every employee their own coach, on a two-week loop

See the check-in, the nudge, and the manager view on your own data.

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