Team Sentiment Analysis

Spot burnout before it shows up in resignations. Ask Joy to read the anonymized questions teams bring to it and get a written analysis with an inline chart of where stress signals are rising.

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Prompt di esempio per l'assistente Joy

Analyze the anonymized questions our teams have asked over the last [quarter] and show me where sentiment and burnout signals are trending highest by [team].

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Un esempio illustrativo: il tuo risultato dipenderà dalle tue fonti, dai tuoi dati e dalle tue richieste.

Analyze the anonymized questions our teams have asked over the last quarter and show me where sentiment and burnout signals are trending highest by team.

I read the anonymized, aggregated question themes across five teams for Q2 (roughly 4,100 questions) and scored each team for burnout signal on a 0–100 index. Everything here is team-level; no individual is identifiable.

Two teams are sending clear stress signals this quarter. Support scores highest at 72, well above the company read of 50, and Engineering follows at 58. Operations sits at 49, Sales at 41, and Product is lowest at 30.

Burnout signal index by team: Q2 (0–100)

Support72
Engineering58
Operations49
Sales41
Product30

The drivers differ. Support's 72 is almost entirely workload and coverage. A spike in questions about overtime, back-to-back shifts, and how to request time off, concentrated in the six weeks after the two open roles went unfilled. Engineering's 58 reads more as unclear priorities: repeated questions about conflicting deadlines and who owns what after the reorg. Operations at 49 is borderline and worth watching, while Sales (41) and Product (30) look healthy.

If you act on one thing this week, it's Support. The signal lines up with the staffing gap the headcount read already flagged, so filling those two roles likely addresses both. I'd pair that with a priorities reset for Engineering rather than a workload fix, since their signal is about clarity, not hours.

Want me to compare this to Q1 to see if Support is getting worse, or break Engineering's signal down by sub-team to find where the priority confusion sits?

From scattered signals to a clear read

Team Sentiment Analysis reads the anonymized, aggregated questions your teams ask the assistant and returns a written analysis with one inline chart: where stress and burnout language is concentrated, and which teams are trending worse. It's an on-demand read, not a live monitor watching people.

  1. Point Joy at the question history

    Give Joy access to the anonymized, aggregated log of what teams have asked (workload, leave, process friction) along with any engagement survey text you want to include.

  2. Ask for the read you want

    Ask for burnout and sentiment signals over a period, broken down by team. Joy reads the themes at ask time and scores the pattern.

  3. Review the analysis and chart

    Joy returns a short written read with one inline chart ranking teams by burnout signal. The numbers in the prose match the chart.

  4. Decide how to follow up

    Use the read to prioritize check-ins or workload reviews. Copy it into your notes or a manager conversation. Joy points to the signal; it doesn't message anyone or open a case.

  5. Make it one click for your team

    Save this ask as a custom command on the assistant your team already uses, so anyone can run it in one step.

Personalizzala

Anonymized by Design

You see team-level patterns only, never who asked what, so individuals stay protected.

One Clear Chart

A single inline chart ranks teams by burnout signal, so the hotspots are obvious.

Theme Breakdown

Groups the signals into drivers (workload, unclear priorities, process friction) not just a score.

Where to Look First

Points to the one or two teams worth a check-in this week, with the evidence behind it.

Quarter-Over-Quarter

Compare this quarter's signals to last to see which teams are improving or slipping.

By Location

Break the read down by office or region to catch site-specific stress.

Driver Deep-Dive

Zoom into one theme, say workload, to see which teams it's hitting hardest.

Post-Survey Companion

Pair the day-to-day signals with your engagement survey to explain the score.

Frequently Asked Questions

Does this monitor individual employees?

No. The read is built from anonymized, aggregated question themes, and results are shown at team level only. You see that Support's signal is high, never who asked which question. It's designed to protect individuals while surfacing team patterns.

Is this a live dashboard watching sentiment in real time?

No. It's an on-demand written analysis. When you ask, Joy reads the aggregated themes for the period and returns a read with one inline chart. Nothing runs in the background monitoring people.

How does Joy measure burnout signal?

It scores the concentration of stress-related themes (workload, overtime, unclear priorities, leave interest) into a 0–100 index per team, then explains the main drivers behind each score so you know whether it's an hours problem or a clarity problem.

What should I do with the analysis?

Use it to prioritize where to check in. The read points to the one or two teams worth attention and why. You decide the follow-up: a manager conversation, a workload review, filling a role. Joy surfaces the signal; it doesn't act for you.

Can I compare periods?

Yes. Ask Joy to compare this quarter to last to see which teams are trending better or worse, or to break a single team's signal down by sub-team or location to pinpoint the source.

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Managers get cited answers from your manager-only playbook.

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