Private validation
How do growing organisations decide what to do when workplace pressure starts to show?
I’m speaking with UK founders, CEOs, Managing Directors, COOs and People leaders to understand how organisations currently recognise workplace pressure, decide what action to take, choose external support, and judge whether anything actually improved.
These conversations are helping shape Resilience Measure — a buyer-side approach designed to help organisations understand the problem before spending money on the solution.
This is research, not a sales call.
Conversations take around 20 minutes. I’m interested in what happens today — what works, what does not, where decisions become difficult, and what would make outside support genuinely useful.
Opens an email to mandeep@resiliencemeasure.com with a short template. Nothing is sent until you press send.
Who I’m speaking with
Leaders who decide what happens when pressure shows up.
- Founders and owners
- CEOs and Managing Directors
- COOs and Operations Directors
- People and HR Directors
- Heads of People
- Senior leaders involved in workforce or wellbeing decisions
Initially focused on UK organisations of roughly 50–150 people, while selectively speaking with smaller growing organisations where the problem is a strong fit.
What I’m trying to understand
- What people-related pressures are most visible today?
- How does leadership know those issues exist?
- What is formally measured?
- What happens after an issue is identified?
- Who decides whether external support is needed?
- How are providers selected?
- What support has failed to address the underlying problem?
- How does leadership decide whether an intervention worked?
- What would make an external review worth paying for?
Who’s asking
Mandeep Sandhu — Founder, Resilience Protocol
Mandeep Sandhu is a Customer Experience leader with experience across complex service businesses. He is currently researching how UK organisations identify workplace pressure, decide what support to use, and judge whether that support made a meaningful difference.
View Mandeep on LinkedIn ↗ (opens in a new tab)Why I’m building this
How I handle what you tell me
- Your comments are never attributed to you or your organisation without your permission.
- I take written notes. I won’t record a call unless you agree first.
- Identifiable notes are deleted after 12 months; anonymised learnings may be kept. Full detail in the privacy notice.
Twenty minutes of your experience would help shape this properly.
If the research develops into a good fit for your organisation, you can also let me know if you would be open to being considered for an early pilot. There is no obligation. Tell me you’d be open to a pilot