Ritualize for organisations
Employee wellbeing reporting from baseline to follow-up
Measure employee wellbeing before and after each quest, review participation and survey movement, and give leaders a clear reporting view without overstating what the data proves.
Employee wellbeing reporting
See the starting point, participation and what changed.
Use Ritualize’s employee wellbeing analytics to review survey responses and recorded participation, compare before and after a quest, and choose a practical next step for your people.
Inside Ritualize reporting
See the current report format.
This example uses the current Ritualize report layout with entirely fictional figures. “Example Organisation” is a demonstration label; no customer data is shown.
Sample report · fictional figures
WHO-5 wellbeing profile
WHO-5 scores range from 0 to 100; higher scores indicate greater self-reported wellbeing. The bands are descriptive and do not diagnose a mental health condition.
| Complete current responses | Current response coverage | Current average | Comparable pairs |
|---|---|---|---|
| 10 of 12 | 83.3% | 62.5 / 100 | 10 |
Selected observation dates: 01 Oct 2026 to 08 Oct 2026.
Distribution among complete current responses
Change in the same members
Both rows use the same 10 members. Baseline dates: 01 Sep 2026 to 08 Sep 2026; selected dates: 01 Oct 2026 to 08 Oct 2026.
Paired comparisons require the same member, assessment type and scoring version. Differences describe observed responses and do not establish a programme effect.
WHO-5 response coverage by assessment
These are separate cross-sectional samples, not a matched change estimate. All five questions must be answered; missing responses remain unavailable.
| Assessment | Valid n | Average / 100 | Response dates |
|---|---|---|---|
| #1 | 10 | 45 | 01 Sep 2026 to 08 Sep 2026 |
| #2 | 10 | 62.5 | 01 Oct 2026 to 08 Oct 2026 |
The charts and tables are rendered from Ritualize’s current reporting templates. The synthetic responses demonstrate the format and are not customer results or a promised outcome.
Workplace wellbeing dashboard
A clear organisational view of each quest.
The reporting view brings together relevant survey results, participation and program context. It is designed to support decisions, not manufacture a single wellbeing score.
Before and after
Use comparable questions at baseline and follow-up for the wellbeing theme being addressed.
Participation measures
Review enrolment, activity and quest completion separately from self-reported outcomes.
Employee wellbeing metrics
Compare relevant group-level measures and show direction without claiming causation.
Program learning
Use the evidence to decide what to continue, change or investigate in the next quest.
Agree how reporting is shared
Use group-level program information and agree suitable reporting groups, access permissions and handling of sensitive responses before sharing results.
Keep claims proportionate
Survey movement can inform decisions, but it does not by itself prove that the quest caused the change.
Ask useful questions
Align employee wellbeing survey questions with the quest theme, response scale and intended decision.
Document the method
Record timing, audience, participation and known limitations so results remain understandable.
Psychosocial risk assessment
Useful evidence within a broader process.
Ritualize survey and aggregate reporting can contribute employee feedback to an organisation’s psychosocial risk assessment process. It can help identify themes worth investigating and measure a wellbeing program’s activity.
Ritualize is not a statutory psychosocial risk assessment, legal-compliance determination, clinical screening tool or emergency reporting channel. Organisations should combine program data with consultation, hazard identification and qualified professional advice appropriate to their jurisdiction.
Plan a measurable quest