Be there for your team. With the context to help.
For managers, the small moments matter. Understand how work feels, make room for useful conversations, and turn an agreement into a next step with Pulsewise people intelligence and HRMS.
Human at heart. AI at work.
A week of better conversationsFrom “How’s the team?” to “How can I help?”
Listen to the pattern. Make space for the people.
A full calendar tells you what your team is doing. It rarely tells you how work feels. Pulse surveys and mood check-ins give that experience a place to be heard.
Explore aggregated health dimensions, see what deserves a closer look, and review suggested actions. You choose the response and bring it back to the team.
- Explore strengths and areas that need attention
- Review the context behind a suggested action
- Choose a next step and someone to own it
Workspace Health uses pulse and mood responses. Custom surveys are separate listening tools.
A 1:1 that goes beyond the status update.
Give both people room to prepare. A shared agenda brings progress, support and development into the same conversation, so the meeting has somewhere useful to go.
Keep agreements close to the discussion. Turn a next step into an action item with an owner, then return to it when you meet again.
- Build the agenda together
- Keep shared notes and private notes distinct
- Leave with clear actions for both people
Private 1:1 notes are not inputs to an individual Reputation Score.
Make progress visible. Make recognition specific.
A goal gives the work direction. Check-ins explain what changed. Feedback and kudos help people understand what to build on.
Use contribution evidence as a starting point for development. The work behind individual Reputation offers context for a human conversation, not a substitute for your judgment.
- Connect goals to practical todos
- Keep progress and blockers in the conversation
- Recognize the contribution and why it mattered
Support the work. Support the working day.
Being a manager also means helping everyday requests move forward. Keep the practical details in view alongside the conversations that develop your team.
See the whole working day- Time away
- Review leave requests and plan handovers with your team.
- Everyday requests
- Bring context to attendance corrections and expense reviews.
- Development
- Use 1:1s, feedback and goals to agree what comes next.
Find the right place
to begin.
Explore the product areas behind your team’s day.
A little clarity
before you begin.
What managers should know about the product, access and getting started.
Explore plans & accessWhat can I learn from team health?
Workspace Health summarizes pulse and mood responses into aggregated health dimensions and suggested team actions. It helps you explore themes and decide what to discuss. Visibility depends on minimum group sizes and workspace access.
Does AI decide who needs support?
AI helps interpret patterns and suggests possible next steps. Managers review the context, talk with their team and choose the response. A suggestion does not automatically reassign work or make a decision about an employee.
How do 1:1s connect to growth?
Shared agendas, meeting notes and action items support preparation and follow-through. Goals, todos, feedback, kudos and completed 1:1 activity can provide contribution evidence for individual Reputation. Private 1:1 notes and anonymous mood responses are excluded from a named Reputation Score.
Can managers review everyday HR requests?
Leave, attendance and expense workflows support review by authorized people. The records and actions available to you depend on your role, the workflow and workspace permissions.
How does my team get started?
Book a demo to explore the manager and employee views together. The Pulsewise team can help confirm workflows, plan eligibility and permissions. You can also sign up directly and verify your email to create an account.
Make your next team conversation a better one.
Create your account and explore the workflows your team needs. Access depends on your plan and workspace settings.