Private validation
Find what’s creating pressure. Choose the right response. Prove what changed.
We help you understand what’s creating pressure before you spend money trying to fix it.
Resilience Measure is currently being developed with input from UK business leaders.
For CEOs, managing directors, COOs and People leaders. How it works
Start with the problem
Most workplace wellbeing starts with a solution. We start with the problem.
Training, employee assistance programmes, coaching, occupational health, manager development — all of them can help. None of them is the wrong answer in itself.
The question is whether you’ve identified the problem well enough to choose the right one. The right support aimed at the wrong problem leaves the pressure exactly where it was.
Right intervention. Right problem.
How it works
Three steps. In that order.
- 01Find
Understand what may be creating pressure — before anyone buys anything.
- 02Act
Choose the right response, and the right specialist support, for the problem you found.
- 03Prove
Measure what changed, so the next decision rests on evidence.
Measurement is an input. Decision quality is the product.
Resilience Measure isn’t another survey company. The Pulse surfaces leadership signals. A deeper Review would gather appropriate workforce evidence and organisational context. The value we aim to create is interpretation, prioritisation, response selection and re-measurement.
Evidence discipline
Built on recognised principles. Clear about where they end.
Our approach is designed around recognised workplace-health principles, while keeping a clear distinction between validated external evidence and Resilience Measure interpretation.
The problem is well documented. Knowing what to do about it is the gap.
- HSE Management StandardsThe Health and Safety Executive’s approach to managing work-related stress, built around six areas of work design: demands, control, support, relationships, role and change. hse.gov.uk
- NICE guideline NG212 — Mental wellbeing at work (2022)Recommends organisation-level approaches as the foundation for mental wellbeing at work, with individual and targeted support built on top. nice.org.uk
What we don’t claim
- We are not endorsed by HSE or NICE.
- The Resilience Pulse is not an HSE tool and does not produce HSE scores.
- It does not replace a workplace stress-risk assessment.
- It is not clinical. It does not diagnose stress, burnout or anyone’s mental health.
Resilience Pulse
How clear are you on what’s creating pressure in your organisation?
The Resilience Pulse is a short leadership-level assessment designed to surface potential pressure signals and gaps in how your organisation decides what to do next.
Indicative leadership view — not a workforce stress diagnosis.
- Free, instantlyYour basic result on screen — pressure signals, decision readiness, strongest signal and main gap. No email needed to see it.
- With your detailsThe detailed leadership signal report: what stands out, where leadership sees pressure, how ready you are to act, three things we’d investigate first, and what evidence would strengthen the picture.
- Then, optionalPut a commercial lens on this. Straight after your report, use your own headcount, salary and absence figures to see a simple salary-cost illustration — arithmetic shown, no benchmarks, and no claim that stress caused the number.
- NeverEmployee names, health data or anything about individual people.
The full report is generated from your answers. It’s shown once you’ve completed the Pulse and added your details.
What each step answers
Where the Pulse ends — and where a Resilience Review begins.
Resilience Pulse · free
Should this organisation investigate further?
Leadership perception and decision readiness. The Pulse shows where leadership sees pressure and how ready the organisation appears to make a decision. It does not establish what employees are actually experiencing or identify root cause.
Resilience Review
What appears to be happening across the organisation?
A deeper Review would test that leadership view against appropriate workforce evidence and organisational context before any intervention is recommended — using recognised workforce measurement, such as HSE’s Management Standards and Stress Indicator Tool, where appropriate.
Resilience Measure
Given that evidence, what deserves attention — and what should happen next?
Interpretation, priorities, a proportionate response, and re-measurement to see what changed.
Leadership research
Help shape Resilience Measure.
We’re currently speaking with UK business leaders to understand how growing organisations identify workplace pressure, decide what support to use, and judge whether it made a difference. These conversations are helping shape the first Resilience Measure pilots.
Interested in being considered for an early pilot? You can tell us during the conversation.
Fair questions
Doesn’t HSE already have a tool for this?
Yes — and it’s good. HSE’s Stress Indicator Tool is a recognised employee survey built around six areas of work design. Resilience Measure does not replace it. Where formal workforce measurement is appropriate, recognised tools should be used.
Our intended value starts with what you do with the evidence: what it may mean, what deserves attention, what response is proportionate, and whether anything meaningfully changed.
Is the Pulse a staff survey?
No. It’s ten statements for one leader to answer about their own organisation. It shows where leadership sees pressure and how ready you are to act on it. It collects nothing about individual employees.
Is Resilience Measure already working with clients?
The B2B model is currently being validated through leadership research, the Resilience Pulse and early pilot design. We will only publish client outcomes or case studies once there is real work and permission to do so.
Do you deliver training, coaching or wellbeing programmes?
No. Resilience Measure is designed to help you work out what the problem is and what kind of response fits it. Where specialist support is needed, the model is being designed to help organisations identify the appropriate type of expertise and suitable providers.
How would specialist providers fit into the model?
The intended model is buyer-funded: organisations would pay Resilience Measure for assessment and decision support, while specialist providers would normally be contracted separately by the organisation. During validation, providers cannot pay to be recommended. If the commercial model ever changes, any relevant provider relationship would be disclosed before a recommendation is made.
Is “Resilience Measure” a validated measurement scale?
No. It’s the name of our service for organisations, not a scientific instrument. Where formal workforce measurement is needed, recognised tools should be used — and we’ll say which ones.
Is Resilience Measure a limited company?
Resilience Measure is currently the organisational service being developed under Resilience Protocol and is in private validation. The work is founder-led by Mandeep Sandhu. The legal and business structure will be reviewed as the B2B model moves from validation into paid delivery.