Meridian Health Tech — Tribu Wellness Analytics v2

Key Insights Demo

Auto-generated from latest round data · 3-month trajectory included

🏆 People & HR leads org wellness at 83/100 — the benchmark every other team is chasing.

🚨 Customer Success scores 40/100 — the highest-priority team for leadership intervention right now.

⚠️ 7 radar–team combinations are below the 40-point warning threshold. 0 are critically low (below 30).

📉 Engineering — Backend: productivity 80 vs burnout 33 — a 47-point gap. High output, mounting risk. Classic pre-attrition signal.

📈 Design improved +21 points over 3 months — the strongest upward trajectory in the org.

Team × Dimension Heatmap

Scores 0–100 · Higher = healthier · Hover any cell for full detail · Latest round (Jun 2026)

75–100 Thriving

55–74 Healthy

40–54 Watch

25–39 At risk

0–24 Critical

Team	BurnoutiMeasures how drained, exhausted, or overwhelmed employees feel — not workload itself, but their internal experience of it. Higher score = healthier (less burned out). Tribu's framework was built by studying where traditional burnout tools (like Maslach's MBI) fall short: they diagnose symptoms but miss recovery capacity, coping behaviors, boundary-setting ability, and organizational support factors. Tribu measures all of these alongside depletion signals — giving a fuller picture for prevention, not just diagnosis. A score below 40 is an early attrition warning, typically 3–6 months before someone resigns. Example question: "I feel exhausted or drained by the end of the workday."	GoalsiDo people know what they're working toward and why it matters? Captures clarity of direction, alignment with team OKRs, and sense of purpose. Low scores often reveal misaligned priorities or top-down strategy that hasn't reached the team level. Rooted in Locke & Latham's goal-setting theory. Example question: "I have clear and meaningful goals in my current role."	ProductivityiPerceived ability to do quality work — not output volume. Questions target whether people have the focus, tools, and resources to do their best work. A team can ship fast and still score low here (constant interruptions, bad tooling, unclear scope). High productivity + low burnout = sustainable. High productivity + low burnout score = the engine is running hot. Example question: "I have the processes and tools I need to work effectively."	Work-Life BalanceiAre personal boundaries respected? Can people genuinely recover outside of work? Measures whether the pace and expectations of the job leave room for rest, relationships, and identity outside of work. Chronic low scores precede burnout by 3–6 months and are among the strongest predictors of voluntary turnover. Example question: "I have enough time for personal interests outside of work."	Psych. SafetyiCan people speak up, take risks, disagree with their manager, and admit mistakes without fear of punishment or humiliation? Amy Edmondson's (Harvard Business School) research shows this is the #1 predictor of team performance, learning velocity, and innovation. Low scores mean problems are hidden — not absent. Example question: "I feel comfortable sharing my thoughts and ideas with my team."
Engineering — Backend	33	62	80	42	52
Engineering — Frontend	38	63	78	45	55
Engineering — Mobile	39	59	75	47	56
Product	56	65	67	62	65
Design	70	72	74	73	78
Sales	52	67	62	75	35
Customer Success	30	50	53	37	30
People & HR	82	83	79	85	88
Finance	64	68	70	70	69
Marketing	49	58	60	52	58
DevOps / Platform	49	65	78	53	71
Data & Analytics	76	79	81	77	82

"This is the slide your CPO will ask to print. Every team, every dimension, at a glance — red cells don't lie, and they don't wait for annual reviews to show up."

Burnout vs Work Productivity — Individual

Each dot = one of 168 employees. Color = team. Engineering clusters top-left: high output, low burnout score (at risk).

"The top-left quadrant is your pre-attrition warning zone — these employees are your highest producers, and their burnout scores say the engine is running hot. Traditional surveys never catch this."

3-Month Score Change: Round 1 → Round 3

Values show R3 minus R1. Green = improving · Red = declining · Gray = flat. Trajectory matters more than a single snapshot.

≥+10 Strong gain

+5–9 Improving

+1–4 Slight gain

0 Flat

−1 to −4 Slight drop

−5 to −9 Declining

≤−10 Worrying

Team	BurnoutiMeasures how drained, exhausted, or overwhelmed employees feel — not workload itself, but their internal experience of it. Higher score = healthier (less burned out). Tribu's framework was built by studying where traditional burnout tools (like Maslach's MBI) fall short: they diagnose symptoms but miss recovery capacity, coping behaviors, boundary-setting ability, and organizational support factors. Tribu measures all of these alongside depletion signals — giving a fuller picture for prevention, not just diagnosis. A score below 40 is an early attrition warning, typically 3–6 months before someone resigns. Example question: "I feel exhausted or drained by the end of the workday."	GoalsiDo people know what they're working toward and why it matters? Captures clarity of direction, alignment with team OKRs, and sense of purpose. Low scores often reveal misaligned priorities or top-down strategy that hasn't reached the team level. Rooted in Locke & Latham's goal-setting theory. Example question: "I have clear and meaningful goals in my current role."	ProductivityiPerceived ability to do quality work — not output volume. Questions target whether people have the focus, tools, and resources to do their best work. A team can ship fast and still score low here (constant interruptions, bad tooling, unclear scope). High productivity + low burnout = sustainable. High productivity + low burnout score = the engine is running hot. Example question: "I have the processes and tools I need to work effectively."	Work-Life BalanceiAre personal boundaries respected? Can people genuinely recover outside of work? Measures whether the pace and expectations of the job leave room for rest, relationships, and identity outside of work. Chronic low scores precede burnout by 3–6 months and are among the strongest predictors of voluntary turnover. Example question: "I have enough time for personal interests outside of work."	Psych. SafetyiCan people speak up, take risks, disagree with their manager, and admit mistakes without fear of punishment or humiliation? Amy Edmondson's (Harvard Business School) research shows this is the #1 predictor of team performance, learning velocity, and innovation. Low scores mean problems are hidden — not absent. Example question: "I feel comfortable sharing my thoughts and ideas with my team."
Engineering — Backend	-5	+4	+4	-3	-3
Engineering — Frontend	-4	+3	+4	-3	-3
Engineering — Mobile	-5	+4	+3	-3	-4
Product	-2	+3	+3	+2	+2
Design	+22	+22	+22	+18	+20
Sales	-3	+2	+2	+2	-3
Customer Success	-6	-2	-2	-3	-4
People & HR	+4	+3	+3	+3	+4
Finance	+2	+3	+3	+2	+3
Marketing	-11	-2	-2	-6	-4
DevOps / Platform	-3	+2	+3	-2	+3
Data & Analytics	+3	+3	+3	+3	+3

"A team moving from 38 to 28 needs a different intervention than one moving from 38 to 48 — even though both score identically on round 3. Trajectory is the real signal."

Team Wellness Over Time — 3 Rounds

Overall score = mean of 5 dimensions per round · 5 representative teams shown · Dashed lines = declining trajectory

"Design's +25-point turnaround in 3 months followed a manager change. Customer Success's 10-point slide started before anyone in HR noticed. Tribu shows you both before they become people problems."

Manager Response Time vs Psychological Safety

Each dot = one team (12 total) · X-axis log scale · Correlation r ≈ −0.78 · Green = safe (≥65) · Yellow = watch · Red = at risk

"Psychological safety is the #1 predictor of team performance (Google Project Aristotle). This chart shows it's trainable — it starts with how fast your managers respond to their people."

Burnout vs Work-Life Balance — Team Level

Each dot = team average · Sales (high WLB, low burnout) is an unusual combination — quota pressure not yet surfacing · Customer Success: both low, trapped quadrant

"Customer Success sits bottom-left — low burnout buffer AND poor work-life balance. That combination predicts attrition within two quarters in 8 out of 10 cases we've seen."

Pulse Response Rate by Day of Week

Friday response rate drops 18 points vs Monday. We know when your team disengages — before it shows up in attrition data or exit interviews.

"A 69% Friday response rate vs 87% Monday isn't laziness — it's signal. The people not answering on Fridays are already half-checked-out. This is the metric that predicts Q-next retention."

Department Wellness Ranking

Overall score = mean of 5 dimensions, latest round · Same color scale as heatmap · Score shown at end of each bar

"People & HR at 83 and Customer Success at 40 — 43 points apart, same company, same benefits package. Different managers. Tribu gives you the evidence to act on that before it becomes a retention crisis."

⚠️ Alert: Dimension–Team Scores Below 40 7 active

Any score below 40 triggers an alert. These combinations need immediate manager or HR attention.

Team	Dimension	Score	Trend
Customer Success	Burnout	30	↓
Customer Success	Psych. Safety	30	↓
Engineering — Backend	Burnout	33	↓
Sales	Psych. Safety	35	↓
Customer Success	Work-Life Balance	37	↓
Engineering — Frontend	Burnout	38	↓
Engineering — Mobile	Burnout	39	↓

"These aren't lagging indicators — each of these scores was measured directly from the people on the ground, this round. This is the list your HR Business Partners should be working from today."

Meridian Health Tech / Tribu Wellness Analytics v2