Stop reacting to engagement scores. Start preventing the drop.
TeamVyne gives HR leaders the operational signal that pulse surveys miss — four to six weeks earlier.
The problem with pulse surveys
What surveys give you
A quarterly or monthly snapshot of how people felt when they filled in the form. By the time you see the score, the damage is already done. The team that scored 5.2 was probably burning out six weeks ago — before anyone said anything.
What TeamVyne gives you
A continuous operational signal derived from how teams actually work — calendar load, collaboration patterns, workflow handoffs. You see the friction building before it becomes a retention problem. Four to six weeks earlier than any survey can tell you.
What TeamVyne gives HR leaders
Early engagement signal
See the friction indicators that predict engagement drops 4–6 weeks before they show up in surveys. Act while you still have runway.
Three specific actions
Not another dashboard to interpret. Three prioritised, measurable changes — delivered weekly, ready to take into your next leadership discussion.
Deployable under GDPR
No individual employee profiling. No message or document content accessed. Team-level aggregation only, with a minimum group size of 5. GDPR Article 28 Data Processing Agreement included in the Growth tier — the standard your Works Council or DPO will expect to see.
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We always knew something was off between Product and Engineering. TeamVyne showed us exactly where the handoffs were breaking — we fixed two processes and meeting load dropped 18% the next sprint.