Trivsel
The psychosocial work environment, at group level
The psychosocial work environment and well-being, at group level. 25 questions in eight themes. Trivsel is a short questionnaire survey of well-being at work: 25 questions across eight themes, reported at group level only. No individual report is produced. Results appear only once at least five people have answered a given topic. Green from 75, red at 50 or below. There is no national average. The questionnaire and the report are in Danish.
Eight themes
8 themes
- Meningsfuldhed og udvikling
- Klarhed, indflydelse og rammer
- Arbejdsmængde og tempo
- Samarbejde med kolleger
- Ledelse
- Anerkendelse
An illustration. Not a real survey.
The questionnaire
What the employee meets
25 questions, one per topic. No login. The link can be used once and afterwards leads only to that employee's own data.
Scope
25 questions, 8 themes
About ten minutes. Can be taken on a phone and resumed if the tab closes. There are no right or wrong answers.
The model
Six themes around satisfaction
Meaning, clarity, demands, cooperation, leadership and recognition describe the conditions of work. Overall satisfaction is what they point towards. Strain is shown separately as the share who answered yes.
The threshold
At least five responses
The report shows numbers only if at least five people answered that topic. Below the threshold nothing is shown — it is a hard gate, not a warning in a footnote.
Language
A Danish questionnaire
The questions are in Danish, and the report is in Danish. The consultant interface can be shown in English; the questionnaire the employee answers cannot. This instrument is built for Danish workplaces.
Access
A personal link, not a login
The employee gets their own link and creates no account. The department is set by whoever invited them — the employee is never asked to type a name or a department.
Afterwards
No individual report
No profile is produced. The receipt has a link to what is recorded about them, and to requesting deletion.
The themes
Eight chapters, 25 topics
Work environment
Meningsfuldhed og udvikling
Hvor enig er du i hvert udsagn? Svar ud fra din oplevelse — ikke hvordan det burde være.
Work environment
Klarhed, indflydelse og rammer
Hvor enig er du i hvert udsagn om rammerne for dit arbejde?
Work environment
Arbejdsmængde og tempo
Hvor enig er du i hvert udsagn om arbejdsmængde, tempo og belastning?
Work environment
Samarbejde med kolleger
Hvor enig er du i hvert udsagn om samarbejdet dér, hvor du arbejder?
Work environment
Ledelse
Hvor enig er du i hvert udsagn om ledelsen på din arbejdsplads?
Work environment
Anerkendelse
Hvor enig er du i hvert udsagn om anerkendelse i dit arbejde?
Strain
Belastende forhold
De to spørgsmål besvares med ja eller nej. Der er mulighed for en uddybende, anonym kommentar ved et ja.
Outcome
Samlet tilfredshed
Det sidste spørgsmål handler om, hvordan du har det med jobbet som helhed.
The process
How you run a well-being survey
From logging in to a department each having their own link: the same paste field as the other instruments, in the same words.
-
Create the survey and set the departments. Title, client company, opening and closing dates — and the departments the report should later be able to be cut by. A department with fewer than five responses gets no numbers.
-
Everybody is invited at once. The list of employees is pasted straight from a spreadsheet, an email, or typed by hand. If something is wrong with the list, nothing happens until it is fixed.
-
Every employee gets their own link with the deadline, a six-digit code if the link misbehaves, and your name as the sender. If they do not answer, the system reminds them up to twice and then stops.
-
Answers enter only the group. Individual answers are shown to nobody. The report opens once at least five have completed it.
-
You get a workplace report and a department report wherever there are enough responses — with the topics that stand out marked, and with discussion questions chosen from your result.
The report
A group report you can carry into the room
One chapter per topic, discussion questions that follow your answers, and sheets you fill in yourselves. Not an individual profile.
Reading it
0–100, green from 75, red at 50
Each topic is shown as a number from 0 to 100. 75 or above is green; 50 or below is red. On topics where a high score is a problem, the colour is reversed. There is no national average.
Strain
A proportion, not a score
Bullying and prolonged work-related stress are shown as the proportion who answered yes. There is no 0–100 score on those topics, and no green or red mark — a yes is always something to talk about.
Departments
When there are enough responses
A department with at least five responses gets its own report, with the workplace alongside. Below the threshold no numbers are shown.
Next steps
Prioritisation and an action plan
The report points to where the conversation should start, and ends with the sheets you fill in yourselves. The number is a starting point, not a conclusion.
Data
Where the information sits
The texts
Written in advance
The texts in the report are fixed sections. Discussion questions are chosen from the group’s result. No language model runs on well-being responses.
Retention
Three months by default
After completion, anything identifying the employee is removed automatically. Group results already produced remain — they contain no name. If the deadline should be something else, we agree it.
The employee
Can see and delete
The receipt has a link where the employee can download what is recorded as a file and request deletion. The request lands with you.
Audit trail
Every view is logged
Who opened which report, when, and who downloaded the PDF. It can be produced if anybody asks.
Forbehold
Where the limits are
The questionnaire is Profectify's own: 25 questions in eight themes. The report is group results, a traffic light on our own bands, a breakdown by department, discussion questions chosen from your answers, and the sheets you write in. There is no national average. A small department that lands below five responses gets no numbers — not even with a footnote. The survey is a starting point for a conversation at the workplace, not a report card on any one person. Note that the questionnaire and the report are in Danish: this instrument is built for Danish workplaces, and we are not going to pretend otherwise.