The science
The instrument behind ELEVANE
Everything an HR team needs for due diligence: 162 items, 27 domains, six items each, across 4 levels — built by psychologists, kept in plain language, built to understand teams, never to assess individuals.
What we actually measure
If you're evaluating ELEVANE for your company, this is what you're actually buying: a single instrument spanning 27 domains across four levels, from personal energy to trust in leadership. Each domain is scored from six items on a five-point past-month frequency scale, rescaled 0–100 so higher always means healthier — consistent across every domain, so results are easy to compare and easy to explain to your leadership team.
Role Clarity · Item 1 of 6
Over the past month…
I have known clearly what is expected of me at work.
One of six items in the Role Clarity domain — a real question, shown exactly as it appears in the check-in.
27 domains, across 4 levels
From personal energy to trust in leadership — every level scored the same way, so nothing is a black box.
Personal Wellbeing
How you're doing, day to day.
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Stress
How often demands have outpaced your capacity to recover.
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Burnout
Whether your energy is holding up against work's demands.
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Sleep Quality
How well your sleep has been restoring you.
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Worry & Tension
How much worry and inner tension have filled your days.
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Emotional Balance
How steady and resilient your mood has been.
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Physical Health
How your body has been feeling and holding up.
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Work–Life Balance
Whether work has left enough room for the rest of your life.
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Financial Wellbeing
Whether money worries have been weighing on you.
Work & Role
How work itself is going.
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Cognitive Function
How clear and organised your thinking has felt under load.
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Role Clarity
How clear it's been what's expected of you.
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Perceived Performance
How you've felt about your own effectiveness and results.
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Engagement
How connected and motivated you've felt toward your work.
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Job Satisfaction
How satisfying your work situation has felt overall.
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Workload
Whether the amount of work has felt manageable within your hours.
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Growth & Development
Whether you've been growing and using your abilities.
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Autonomy & Control
How much say you've had in how you do your work.
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Meaning & Purpose
Whether your work has felt like it matters.
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Job Security
How stable your position has felt.
Team & Relationships
How the people around you are holding up together.
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Team Support & Belonging
How supported you've felt by the people you work with.
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Psychological Safety
How safe it's felt to speak up, disagree, or admit mistakes.
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Fairness & Respect
How fairly you've felt treated by decisions and evaluations.
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Recognition
Whether your effort has been seen and valued.
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Conflict & Tension
How much interpersonal friction has been in the air.
Leadership & Organisation
How the organisation above you is showing up.
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Voice & Innovation
How welcome new ideas and experimentation have felt.
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Manager Support
How supported you've felt by your direct manager.
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Trust in Leadership
How much confidence you've had in this company's leadership.
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Change & Direction
How clear and manageable the company's direction and changes have felt.
How it's built to last
The methodology behind the numbers
Balanced keying, not leading questions
A third of the items in every domain are positively worded and reverse-scored at analysis, not on the form. This keeps people from sliding into an autopilot pattern of answers, and lets us verify response quality at analysis time — a domain score is only reported as meaningful once the positive and negative items agree with each other.
Results in plain language, not raw scores
Nobody sees a number like "62/100" and knows what to do with it. Every domain score maps to one of four bands — Flourishing, Solid, Under pressure, Needs your attention — each written out in plain language explaining what the pattern likely means and what to do about it. The scoring is clinical; the language never is.
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Flourishing
80–100
Working well — whatever's helping, keep it up.
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Solid
60–79
Mostly steady, with some harder stretches worth noticing.
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Under pressure
40–59
A common, workable pattern — worth acting on early.
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Needs your attention
0–39
Real strain — deserves real support, not toughing out.
Built to validate itself, not just on paper
The instrument draws on established constructs in occupational health psychology, but a literature review isn't where the checking stops. It's built to keep validating itself as it's used: internal consistency is tracked, aggregate patterns are compared against a validated reference measure (WHO-5), and items get revisited and refined across versions as that evidence comes in. That's the standard we hold it to — an instrument that keeps being tested, not one we call finished.
Built for honest organisational signal
Every organisational view — trends, department comparisons, patterns — is computed only where at least 5 people's data is available for that slice. Below that threshold, we simply don't show a result. It's a hard floor, not a guideline, and it's the reason you can trust the signal your dashboard shows without ever exposing an individual.
Where it comes from
ELEVANE's instrument was designed by psychologists, not adapted from a generic survey template. It's been refined across several versions as real usage data came in — items reworded, domains rebalanced — and its aggregate patterns are checked against WHO-5, a validated reference measure for wellbeing. Built once, then kept honest by how it's actually used.
Ready to know how your people are really doing?
Explore the demo with sample data, or get started with your own team.