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See instability before it becomes turnover.

Coherence Signals measures the conditions that keep clinical and healthcare teams connected, aligned and steady through change, so leaders can see where support is needed while there is still time to act.

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One of the 21 statements your staff would answer

On my team, it is safe to speak up when something isn't working.

About six minutes. Scored instantly in your browser. Nothing is stored.

Seven conditions that hold a team together

Each dimension is measured with three statements. Together they form the Coherence Level, a 0 to 100 score weighted toward the signals that deteriorate earliest and recover slowest.

  • Connection
    Whether people feel connected to their team and the organization.
    16%
  • Clarity
    Whether people understand goals, priorities, and how decisions get made.
    15%
  • Psychological Safety
    Whether people feel safe speaking up, raising concerns, and being honest.
    20%
  • Change Stability
    Whether people feel informed, supported, and steady during organizational change.
    8%
  • Leadership Response
    Whether people believe leaders will act on concerns and follow through.
    18%
  • Future Confidence
    Perceived stability and confidence in the organization's near-term direction.
    5%
  • Equity & Accountability
    Whether standards, recognition, and opportunity are distributed fairly and consistently.
    18%

Percentages are each dimension's share of the Coherence Level (instrument v1.2). How the weights were set

Stability, not satisfaction

Engagement surveys tell you how people felt last year. By the time turnover shows up in your numbers, the conditions that caused it have usually been in place for months.

Coherence Signals watches those conditions directly: whether people can speak up, whether concerns lead to action, whether standards are applied fairly, and whether change is explained. Short pulses every month or quarter show the direction of travel, and comparing staff with managers shows where the two have stopped seeing the same team.

Every signal links to specific manager behaviors, so a low score comes with something to do about it.

How an organization uses it

The signal lifecycle runs every survey cycle.

  1. Collect

    Staff answer 21 statements in about six minutes, inside your organization's branded workspace.

  2. Aggregate

    Answers are stored without names and grouped by team and role level.

  3. Detect

    The Coherence Level, seven dimension scores and the staff-to-leader Alignment Gap are calculated.

  4. Interpret

    Managers get plain-language readings, including the v1.2 rules for suppression and sustained decline.

  5. Act

    Each signal points to a manager playbook and the matching training module.

  6. Monitor

    The next cycle shows whether conditions improved, team by team.

Built so people can answer honestly

Candor depends on trust. These protections are built into the platform, not left to policy.

No names on answers
Survey answers are saved separately from accounts. The platform records that someone took part, never which answers were theirs.
Five-person minimum
No result appears for any group with fewer than 5 responses. Small teams are combined so they cannot be worked out by subtraction.
Managers only
Employees can take the survey but cannot see team results. Manager accounts need approval from the organization's administrator.
Team-level use
Results support teams. They are not designed for, and should not be used in, individual performance evaluation.

Start with your own answers

Take the full survey and get a Coherence Level with dimension scores and a printable summary. When you are ready, set up a workspace for your organization.

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