How We Calculate What You See

Each metric is the simple arithmetic mean of individual 1–10 self-ratings from check-ins submitted during the period shown. We exclude null values before averaging. A single period is one week by default.

Scales are self-report. A 6.3 stress score is not a clinical reading. It is what your team said about itself, on average, this week.

Percentage of active members who submitted at least one check-in during the period. Members in privacy mode or opted out of aggregates are excluded from both the numerator and the denominator.

A "theme" is a tag that surfaced across the team's check-ins. To appear in any team view or email, a theme must meet every rule below:

• Member floor: at least 3 distinct members used the tag (org-overridable via settings).
• Mention floor: at least 5 total mentions across those members.
• PII filter: the tag does not match any active member's first name, last name, full name, or email local-part, after normalization (case-insensitive, punctuation stripped).
• Tag status: only tags the member accepted or that the auto-moderator marked safe.
• Scope: only members in full-participation mode contribute.

These rules are enforced in the database function that returns themes, so every surface (dashboard, weekly digest, pulse email) sees the same filtered list. If a tag fails any rule, it is not surfaced to anyone.

The annual impact number on the dashboard is an illustrative estimate, not a forecast. It is built from three public benchmarks applied to the team's current signals:

• Turnover cost — SHRM benchmark of roughly 0.5–2x annual salary per departure. We use 0.5x as a conservative multiplier.
• Engagement cost — Gallup estimate of 18% of annual salary for a disengaged employee.
• Stress absenteeism — APA estimate of ~4.6 stress-related absence days per worker per year.

We apply these to the count of members whose wellness signals are flagged (sustained elevated stress, for example) and an assumed average salary (default $65K, editable per organization). The output is a rough order of magnitude, not a guarantee of savings. Your actual outcomes depend on what you do with the signal.

Nothing on the team dashboard is a clinical assessment, a diagnosis, or a performance evaluation. Individual check-ins, notes, and voice transcripts are never visible to managers — only aggregates that pass the rules above. If you use these numbers to make employment decisions about a specific person, you are using them outside of their intended purpose.

For procurement reviews, SOC 2 documentation, or specific questions about a number you see: privacy@daylogue.io

See also our Trust & Security and Privacy Policy pages.