Workleap Officevibe helps Managers and HR leaders understand what drives Employee engagement. By collecting feedback through surveys, the platform helps you identify key areas for improvement and create a safe space where Employees feel heard.
Note: This article outlines the Workleap Officevibe process for Managers and how to use it to build trust and improve team performance over time.
Invite your team to Workleap Officevibe
Workleap Officevibe runs on Employee input. Before using the platform, invite your Employees so they can start participating in the Pulse Survey.
When you send an invitation:
A Workleap Officevibe account is automatically created for each Employee.
They’ll receive an email asking them to confirm their details.
You can invite your Employees using several methods—choose the one that best fits your organization’s needs.
Participation in the Pulse Survey is essential to unlock insights and value from Workleap Officevibe.
Follow the Workleap Officevibe process
Workleap recommends a 3-step weekly process to get the most value from the platform. This cycle helps you move from understanding your team’s engagement to taking action and building trust.
Each part of the cycle contributes to psychological safety, where Employees feel comfortable sharing honest feedback—even anonymously.
The process includes:
Check your team’s pulse.
Drill down into insights.
Act together.
You can repeat this process as often as needed based on your team’s rhythm and evolving needs.
1. Check your team’s pulse
Start by measuring how your team feels and what they need. This step helps you detect early signs of engagement issues and areas for improvement.
Use the Pulse Survey
The Pulse Survey is a short questionnaire sent out weekly, biweekly, or monthly.
Questions are scientifically designed to measure the 10 Key Metrics of Engagement.
Employees can choose to submit feedback anonymously.
To get the most out of survey insights:
Review the Survey Report weekly.
Read open-ended feedback to understand what’s behind the scores.
Look for trends over time to confirm assumptions or identify new issues.
Tip: If you're an HR leader, Pulse Surveys are a great way to assess the impact of your programs on the Employee experience.
Schedule 1-on-1s
Hold regular 1-on-1s to check in with individual Employees.
Use the collaborative agenda to plan and organize your discussion topics.
These meetings help you better understand personal engagement drivers.
2. Drill down into the feedback
Once you’ve reviewed initial insights, it’s time to explore deeper causes behind the data.
Use the following tools:
Survey Report: Analyze sub-metrics, question reports (available on paid plans), and eNPS scores to find trends and gaps.
Custom Surveys: Create your own questions or use survey templates to target specific topics.
Feedback: Respond to Employee comments directly and use Help me reply if you need assistance crafting a response.
Tip: Promote transparency by sharing the Survey Report with your team and discussing it together.
3. Act together as a team
After identifying areas of improvement, collaborate with your team to create solutions. Acting on feedback shows Employees that their voices matter.
Here’s how to act together:
Hold a monthly team meeting to review the Survey Report.
Discuss the highest and lowest scoring metrics.
Ask each Employee what those scores mean to them.
Choose 1 to 3 improvement opportunities and set them as Team goals for visibility and alignment.
Use weekly 1-on-1s to follow up on progress and address sensitive topics individually.
Even if you've just started collecting survey data, use the earliest results to kick off team conversations and set expectations for future meetings.
Repeat the cycle
Continue the process by revisiting your team’s pulse regularly. Engagement scores will change over time, and repeated cycles will give you a clearer view of what works.
By consistently taking small actions and fostering open communication, you build long-term trust and improve both engagement and performance.