Work Happiness Radar

Find out what makes work satisfying for your team.

Try this health check live

What is the Work Happiness Radar?

The Work Happiness Radar looks at six things that shape how people feel about their work: Clarity, Autonomy, Meaning, Mastery, Support and Engagement. Each is a first-person statement, such as "I have the freedom to do my job and make decisions," rated from Strongly disagree to Strongly agree. Because each person rates their own experience, the results show what's working and where people are starting to disengage. Talk through the lowest scores together, agree on one or two changes, and run it again each quarter to see the trend.

Dimensions

Work Happiness Drivers

The core factors that shape how motivated, supported, and fulfilled team members feel in their roles.

  • Clarity

    I have clear understanding of my role, my tasks and what outcomes I have to achieve.

    • Unclear
    • Somewhat clear
    • Crystal clear

  • Autonomy

    I have the freedom to do my job and make decisions.

    • No freedom
    • Some freedom
    • Full autonomy

  • Meaning

    I find my work meaningful and helps to achieve goals.

    • Meaningless
    • Somewhat meaningful
    • Deeply meaningful

  • Mastery

    I can continually develop my skills and expertise in my role to improve my capability.

    • No growth
    • Some growth
    • Always growing

  • Support

    I am supported, resourced and provided with the things I need to do my job well.

    • Unsupported
    • Partly supported
    • Fully supported

  • Engagement

    I can easily, safely and freely engage in the team processes.

    • Disengaged
    • Somewhat engaged
    • Fully engaged

When to use this health check

  • As a regular pulse check on how your team's happiness at work is trending.
  • When morale or motivation seems to be dipping and you want to know why.
  • During a period of change or growth, to check people still feel clear about their role and supported.
  • In a retrospective, to start an honest conversation about what makes work satisfying.

Tips & tricks

  • Tell people the results are about improving the team's experience, not judging anyone.
  • Compare results across rounds to see which drivers are improving and which need attention.
  • Give each low-scoring driver a concrete follow-up action and an owner.
  • Discuss the results openly as a team and decide together what to change.

Frequently asked questions

What does the Work Happiness Radar measure?
Six drivers of happiness at work: clarity, autonomy, meaning, mastery, support and engagement. Together they show how motivated and fulfilled people feel in their roles.
How often should we run it?
Every quarter, or alongside your regular retrospectives. That gives you enough data points to see a trend.
Who should take part?
Everyone on the team, because the people doing the work are the ones who know how it feels.
How should we act on the results?
Discuss the results together, start with the lowest-scoring drivers, and agree on specific actions with owners to improve the team's day-to-day experience.

Related health checks