One loop, from signal to support.

With permission, Wanderfly reads the timing of calendar events from Google Calendar or Outlook. Never titles, descriptions or who attended. From that: After-hours load, Meeting load, Focus time, 1:1 cadence, Meeting fragmentation, Double-bookings. Shown once at least three people in a department have connected a calendar.

The other three signals are things people choose to tell it. None of them takes more than a minute.

• One tap, in the Wanderfly app or on Slack, at a time you choose. How are you feeling today? Five answers, and if the answer is a hard one, an optional reason: workload, manager, recognition, growth, pay, personal. A late answer never overwrites a day already answered.

  Each working day

• The Perceived Stress Scale (PSS-10), the standard ten-item instrument, scored 0 to 40. A high result offers the person a session with an expert. It does not alert their manager.

  Once a month

• The Wellbeing Baseline: three short validated instruments, WHO-5, eNPS and PSS-10. Your before and after.

  Day 14, then day 90

• Voice: anonymous, structured reports about a team or department. A category, a severity, no free text, no names. The person speaking up decides how it is released — Only if others agree, Send to HR now, or Release on a date. The reporter is stored as a one-way hash.

  Whenever someone needs it

Every result obeys the same floor, and it counts answers, not headcount. A department with fewer than five responses shows nothing at all — which hides Design here, a team of seven where four people answered, as well as three-person People Ops.

Each department gets a Burnout Risk Score from 0 to 100. Bands: Low (0 to 39), Medium (40 to 69), High (70 to 100). Each score carries a confidence level based on participation, and a forecast at 14, 30 and 60 days. Forecasts are graded afterwards against what happened, and the accuracy is shown in Settings.

A score needs at least two of the four signals. If one is missing — nobody has connected a calendar, say — its weight is renormalised across the rest rather than counted as zero.

The company view rolls departments up into a People-Risk Index. Departments smaller than five are pooled, never shown alone. Every Monday, admins get a short alert on Slack when a department’s band worsens or participation drops, carrying the line the product insists on: Team-level risk signal — not a medical or psychological diagnosis.

When a department’s score rises, Wanderfly suggests an initiative matched to the driver, from nine templates. An owner, a start date, a checklist. You said, we did updates go to the people covered by it, and the product tracks whether participation rose over the following four weeks. Every initiative answers one question, in the product’s own words: What are we doing about people risk — and is it working?

Anyone can give a teammate kudos: a message of up to 500 characters, with an optional category — Teamwork, Innovation, Leadership, Helpfulness or Resilience. Recognition is one of the reasons people can give in a check-in, and it feeds the engagement signal in the score, so a leader sees it as a picture rather than a feed: how much of it crosses teams, and which teams give and receive it.

A private companion, on the web or as a Slack message, for the moment stress lands. It describes itself as a workplace wellbeing coach, and it works in guided exercises. Conversations are visible only to the person who had them.

• Breathing Exercise
• Grounding (5-4-3-2-1)
• Meditation Timer
• Worry Parking Lot
• Gratitude Journal
• Guided Journaling
• Reframing Challenge
• Self-Compassion Break
• Thinking Trap Spotter
• Distress Thermometer
• Worry Decision Tree

Breathing, grounding and the gratitude journal run for real on the home page.

When someone wants to talk to a real person, they book a private session with a vetted wellbeing expert through Serene, Wanderfly’s expert network.

• 01

  The employee opens Expert Support themselves. Nothing is pushed at them because of a check-in.

  They ask
• 02

  They consent to sharing their name and work email with Serene before anything is sent, and can stop sharing at any time.

  One consent
• 03

  One-to-one or in a group, across mental wellbeing, movement and physical wellbeing, social connection and financial wellbeing.

  They book
• 04

  The company funds the session with prepaid credits.

  You pay
• 05

  The employer sees how many sessions were used, never who used them. Wanderfly also suggests Expert Support to a department whose score is high, or medium and rising, so a leader can fund sessions for a team without knowing who takes them up.

  You see counts

Safe Space watches for signs of crisis in what someone writes. When it sees them, it stops offering anything commercial and shows help instead, plus any support your company has listed.

Tele-MANAS 14416 · KIRAN 1800-599-0019 · Emergency services 112. Wanderfly is not an emergency service and does not monitor conversations in real time.

On track if the score fell by three points or more. Needs attention if it did not. There is no third answer. Impact will be measured after 6 weeks with sufficient participation.

• Team Happiness, Average Stress, Burnout Risk Index and Engagement on one screen, with the Wellbeing Index and eNPS month on month.

  Counts only — never who

• Attrition over the trailing twelve months by department and by tenure, from people who joined under three months ago to those past three years. Exit reasons and regretted exits appear without names.

  Five leavers or more

• With an average salary per department, Wanderfly estimates the replacement cost you are exposed to and the cost an initiative avoided. This is Wanderfly’s own configurable model, not the Gallup range quoted on the home page. Financial figures are illustrative scenarios based on configurable assumptions, not actual costs.

  0.5× to 1.5× salary

• A one-page PDF for a department or the company. A share link that expires in seven days. A roster export with no wellbeing fields.

  Re-checks the floor on every open