Ask your people anything. Fifteen seconds a day.
One delivery habit doing four different jobs: find out how people are actually doing, run a survey they'll finish, teach something that sticks, and prove it landed. Because it takes fifteen seconds, people keep answering long after the novelty of an annual survey has worn off.
How has your workload felt this week?
Pick an answer — each type behaves differently.
Not just “how are you feeling?”
Most platforms hand you a mood slider and call it engagement data. Topics in WellSpring come in three types — survey, trivia and assessment — so the same daily rhythm that tracks wellbeing can also onboard a new starter, teach the expenses policy, or prove a compliance point actually landed.
Wellbeing check-ins
Scale and multiple-choice on workload, energy, stress and connection. Answers roll up anonymously into the Sentiment signal in your Wellspring Index — the fourth of the four things that score your programme.
Surveys
Engagement questions, free-text answers, pulse checks. Set a repeat cadence and the same survey comes back every N days, so you get a trend rather than a snapshot.
Trivia
Questions with a right answer, scored, with an explanation on the way past. People compete on it — which is exactly why they keep answering something that is, technically, training.
Assessments
A fixed, scored run with a start and end date and result bands you define. Reportable, so you can show a policy or a piece of training actually landed rather than hoping.
Spaced repetition, not a one-off quiz
This is the part that surprises people. Trivia isn't a single test you pass and forget — it tracks what each person has actually learned, and adapts what they see next.
Mastery by streak
Get a question right twice in a row and it's marked mastered — it stops coming round, so people aren't re-tested on what they already know. The streak is configurable.
Wrong answers return
Get it wrong and the question comes back after three days rather than never. The thing you didn't know is the thing you see again.
Random or sequential
Deliver a topic in order for something that builds, or randomised for reinforcement. Assessments are always sequential so everyone gets the same run.
The practical upshot: compliance and onboarding content stops being an hour-long module people click through in a browser tab and becomes fifteen seconds a day that actually sticks — measured per person, per question.
Topics are entirely yours to write
Build one from scratch question by question, or start from the library and edit it. The Vision Hub ships these categories, and nothing stops you writing a topic about your own product, your values, or the expenses policy nobody read.
Compliance
Data protection, health and safety, the code of conduct. Delivered as trivia so it's reinforced over weeks, or as a scored assessment when you need to evidence it.
Onboarding
Set a topic to deliver continuously and every new starter picks it up from question one on the day they join — no cohort to wait for, no separate system.
Mood tracking & stress management
The wellbeing core: workload, energy, pressure and recovery, tracked as a trend line rather than an annual verdict.
Social connection & motivation
How connected people feel to their team, and whether that's moving — the signal that tells you whether hybrid is working before anyone resigns over it.
Goal progress & activity feedback
Whether the programme itself is landing, asked of the people in it. The cheapest product research you will ever run.
Your own content
New product launch, a change to the benefits package, the values nobody can recite. If your people should know it, it can be a topic.
The scheduling is the unglamorous bit that makes it work
A question nobody receives at a sensible time is a question nobody answers. The scheduler runs continuously and delivers into each person's own morning, wherever they are.
1–50
questions a day per topic, your call
24/7
scheduler running so nothing lands at 3am
3
topic types, one delivery habit
Timezone-aware
Delivered in each employee's own local morning, not at 8:30 GMT for a workforce spread across four countries.
Sequenced by day
Set a start date and sequence a topic across days or weeks, so it unfolds rather than arriving all at once.
Continuous delivery
Turn it on and anyone new picks the topic up whenever they join — ideal for onboarding and evergreen content.
Repeat cadence
Bring a survey back every N days for a trend, instead of asking once and guessing at the rest of the quarter.
Targeted by segment
Send to Sales, to one location, or to anyone matching a property you set up. People it isn't for never see it.
Self-serve topics
Publish a catalogue employees browse and opt into themselves, from the app or the web portal.
Nudges, not nagging
Push and email reminders go only to people who haven't answered, with a catch-up path if somebody falls behind.
Per-question analytics
Response rates, answer distributions and trends over time, filterable by segment and exportable to CSV.
Template library
Start from ready-made topics and edit them, rather than facing an empty form on a Monday morning.
Honest answers need an honest promise
Wellbeing reporting is aggregated and anonymous. No screen anywhere shows a manager what one named person said about how they're coping — because the moment it could, people stop telling you the truth and the data becomes worthless. Trivia and assessment scores are a separate thing with a different purpose, and employees are told plainly which is which. Getting that boundary right is what makes the rest of it possible.
See a quarter of answers in one chart
Including what it looks like when one team's sentiment starts drifting — and a trivia topic tracking what people have actually learned.