Five daily signals, aggregated nightly, weighted by decades of peer-reviewed research. Here is exactly how it works.
METHODOLOGY 01
Real-time signals, not annual surveys
Annual engagement surveys are outdated. By the time results come in, problems have already escalated. Echo uses Experience Sampling Method—a research technique that captures data in real-time, as experiences happen.
Traditional Surveys
❌ Once per year
❌ Recall bias distorts answers
❌ Survey fatigue (30+ questions)
❌ Results arrive too late
Echo Daily Check-ins
✓ Daily micro-moments (15 seconds)
✓ Captures real-time emotional state
✓ Low friction = high participation
✓ Trend detection within days
Bolger, N., Davis, A., & Rafaeli, E. (2003). Diary methods: Capturing life as it is lived.
Annual Review of Psychology, 54, 579–616.
DOI: 10.1146/annurev.psych.54.101601.145030
METHODOLOGY 02
The five signals behind your score
The Echo Score is a weighted composite of five daily signals, each grounded in decades of organizational psychology research. Here is how they contribute:
Satisfaction — 30%
Overall fulfillment and sense of purpose at work
Energy — 25%
Physical and emotional capacity to engage with work
Focus — 20%
Ability to concentrate and maintain productive flow
Anxiety (inverse) — 15%
Lower anxiety contributes positively to the overall score
Social — 10%
Connection and belonging within the team
Each signal is collected daily and aggregated nightly into a single composite score per organization.
Bakker, A. B., & Demerouti, E. (2007). The Job Demands-Resources model: State of the art.
Journal of Managerial Psychology, 22(3), 309–328.
DOI: 10.1108/02683940710733115
Maslach, C., & Leiter, M. P. (2016). Understanding the burnout experience: recent research and its implications for psychiatry.
World Psychiatry, 15(2), 103–111.
DOI: 10.1002/wps.20311
METHODOLOGY 03
How trends are detected
Consistent shifts in team signals over 5+ days trigger trend alerts. Echo's algorithm identifies these patterns:
1
Declining Energy Trends
Consistent energy decline indicates a shift worth investigating
2
Satisfaction-Energy Divergence
When satisfaction drops faster than energy, it signals a growing disconnect
3
Participation Drop-off
Reduced engagement with check-ins is itself a meaningful signal worth attention
Harter, J. K., Schmidt, F. L., & Hayes, T. L. (2002). Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: A meta-analysis.
Journal of Applied Psychology, 87(2), 268–279.
DOI: 10.1037/0021-9010.87.2.268
METHODOLOGY 04
Privacy by design
Google's Project Aristotle studied hundreds of teams and found that psychological safety—not individual talent—was the strongest predictor of team performance. Teams with high psychological safety report greater learning, lower turnover, and better problem-solving than teams without it.
Echo creates psychological safety through anonymity. Individual responses are never shown to managers—only aggregate team trends. This encourages honest reporting and surfaces issues that would otherwise stay hidden.
Privacy by Design
Managers see team averages only. Individual data stays private. No surveillance, no micromanagement.
Edmondson, A. C. (1999). Psychological safety and learning behavior in work teams.
Administrative Science Quarterly, 44(2), 350–383.
DOI: 10.2307/2666999 ·
See also: Google re:Work
THE ECHO SYSTEM
How It All Works Together
Collect
Daily check-ins via Slack or Teams capture energy & satisfaction in real-time
Analyze
Nightly aggregation detects organizational health patterns using validated frameworks
Alert
Dashboard surfaces team trends and shifts that warrant attention
ETHICS & COMPLIANCE
Built for Trust
Echo is a monitoring tool, not a diagnostic system. We observe patterns—we don't diagnose conditions.
All data is encrypted, anonymized at the team level, and fully GDPR compliant.
AES-256 ENCRYPTION AT REST
GDPR COMPLIANT
INDIVIDUAL ANONYMITY
EVIDENCE-BASED METHODOLOGY
Echo's measurement model is grounded in peer-reviewed organizational psychology: the Job Demands-Resources framework, the Maslach Burnout Inventory, the Experience Sampling Method, and Edmondson's psychological-safety research. Each principle above carries a citation with a DOI link.
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