{"id":25092,"date":"2017-12-06T22:07:50","date_gmt":"2017-12-06T22:07:50","guid":{"rendered":"http:\/\/www.happinessplay.com\/blog\/?p=25092"},"modified":"2026-10-19T19:12:31","modified_gmt":"2026-10-19T19:12:31","slug":"how-to-make-a-happiness-dashboard-for-your-company","status":"publish","type":"post","link":"https:\/\/www.happinessplay.com\/blog\/how-to-make-a-happiness-dashboard-for-your-company","title":{"rendered":"How to make a happiness dashboard for you and your organization"},"content":{"rendered":"<p>Can <a title=\"Can happiness be measured? What a score shows and what it leaves out\" href=\"https:\/\/www.happinessplay.com\/blog\/can-happiness-be-measured\">happiness be measured<\/a>? And what about the wellbeing of an organization?<\/p>\n<p>When we talk about happiness, we can measure perceptions and observe indicators. A number helps us understand a situation, but on its own it does not change it. A workplace wellbeing dashboard gives an overview, shows what deserves attention and guides the decisions an organization can take.<\/p>\n<p class=\"hp-actualizado\">Updated October 2026.<\/p>\n<blockquote>\n<p><a title=\"Peter Drucker, management thinker, on Wikipedia\" href=\"https:\/\/en.wikipedia.org\/wiki\/Peter_Drucker\" rel=\"nofollow noopener\" target=\"_blank\">Peter Drucker<\/a> is often credited with saying that what is not measured cannot be managed. With happiness, the measure is only the starting point: what moves it is what you do next.<\/p>\n<\/blockquote>\n<p><strong>Happiness is not reduced to a number. It is managed.<\/strong><\/p>\n<h2>What a happiness dashboard is (and what it is not)<\/h2>\n<p>A happiness dashboard is a control panel that organizes wellbeing indicators so they are easier to interpret and to support decision-making.<\/p>\n<p>In an organization, its purpose is not to give each employee a score or to decide who is happier. It is to understand how the wellbeing of the group evolves, which areas deserve attention and where the organization can act.<\/p>\n<p>A well-designed dashboard can help answer questions such as:<\/p>\n<ul>\n<li>Which areas of life get the best ratings across the group?<\/li>\n<li>How are the scores distributed, and what differences are there between results?<\/li>\n<li>What trends appear over time?<\/li>\n<li>What priorities do people express?<\/li>\n<li>How many people take part in the program, and how is that participation evolving?<\/li>\n<li>Which actions can improve the conditions that depend on the organization?<\/li>\n<\/ul>\n<h3>Measuring is not enough: understand and act<\/h3>\n<p>The key is to connect indicators to useful decisions, instead of piling up metrics that nobody uses afterwards.<\/p>\n<ul>\n<li><strong>It is not a satisfaction survey.<\/strong> A survey describes how someone feels at one moment; it does not tell you what to do.<\/li>\n<li><strong>It is not a country ranking.<\/strong> World reports compare averages of millions of people; your life is not an average.<\/li>\n<li><strong>It is a board with three readings:<\/strong> how I am, what I want and what I am going to change. They are the three steps of the <a title=\"The five steps of the Autocoaching Methodology\" href=\"https:\/\/www.happinessplay.com\/autocoaching-methodology.html\">Autocoaching Methodology<\/a>, and they work for one person as well as for a team.<\/li>\n<\/ul>\n<p>A traditional survey usually gives a snapshot of employees\u2019 perceptions at one point in time. That information can be valuable, but it does not always explain what each person needs or what should happen next.<\/p>\n<p>To turn data into a process of improvement, it helps to distinguish three stages.<\/p>\n<h3>Measure: know your starting point<\/h3>\n<p>The first stage gives a structured view of the current situation.<\/p>\n<p>Happiness Play uses the <a title=\"Wheel of Life: how to do it, with a free template\" href=\"https:\/\/www.happinessplay.com\/blog\/wheel-of-life-how-to-do-it-free-template\">Wheel of Life<\/a> so that each person can rate different areas of their life: home, professional development, health, money, personal growth, family and friends, love and leisure.<\/p>\n<p>This reflection gives each person a personal starting point. When the results are analyzed in aggregate, the organization can identify trends in the group without turning individual scores into performance indicators.<\/p>\n<h3>Understand: identify priorities<\/h3>\n<p>Knowing a score is not the same as understanding what it means.<\/p>\n<p>Two people can rate their wellbeing in a similar way and still need completely different things. That is why the <a title=\"How the Autocoaching Methodology works, step by step\" href=\"https:\/\/www.happinessplay.com\/autocoaching-methodology.html\">Autocoaching methodology<\/a> invites each person to look closely at the conditions they want to reach or keep.<\/p>\n<p>These conditions fall into three categories:<\/p>\n<ul>\n<li><strong>Necessary:<\/strong> those the person considers important for their wellbeing.<\/li>\n<li><strong>Motivating:<\/strong> those they want to add because they can contribute to a more satisfying life.<\/li>\n<li><strong>Unclassified:<\/strong> those they still need to sort out or have not yet decided on.<\/li>\n<\/ul>\n<p>Analyzing these priorities in aggregate shows which themes deserve organizational attention. It does not mean the company can decide what should make someone happy; it means it can better understand which conditions people value.<\/p>\n<h3>Act: turn priorities into changes<\/h3>\n<p>The third step is moving from reflection to action. Each person can define concrete changes, set a date and later review how they evolve. The organization, for its part, can use the aggregated information to guide initiatives on the conditions that are its responsibility.<\/p>\n<p>For example, if a program shows that balancing professional and personal responsibilities is a recurring concern, the organization can review its flexibility practices, schedules or work-life balance measures.<\/p>\n<p>The dashboard structures the information needed to guide that reflection. The final decision requires context, dialogue and organizational responsibility.<\/p>\n<p><strong>Observe, understand and act: that is the path that separates a one-off measurement from a process of wellbeing improvement.<\/strong><\/p>\n<table class=\"hp-dashboard-ejemplo\">\n<caption>Illustrative example<\/caption>\n<tbody>\n<tr>\n<th scope=\"row\">How I am<\/th>\n<td>Health, 4 out of 10.<\/td>\n<\/tr>\n<tr>\n<th scope=\"row\">What I want<\/th>\n<td>\u201cThat I sleep seven hours on weekdays\u201d (necessary). \u201cThat I spend time on music\u201d (motivating).<\/td>\n<\/tr>\n<tr>\n<th scope=\"row\">What I am going to change<\/th>\n<td>Go for a forty-minute walk, three days a week. Date: 30 September. Celebration: a dinner with my people.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n<h2 class=\"h2-coaching\">If a dashboard for managing your life appeals to you, start by drawing your Wheel of Life<\/h2>\n<div class=\"hp-rueda-bloque\"><style>.hp-rueda-marco{container:hprueda\/inline-size;width:100%;margin:1.5em 0}.hp-rueda-marco>iframe{width:100%;border:1px solid #dbe5ef;border-radius:14px;display:block}.hp-rueda-marco.hp-rueda-vida>iframe{height:640px}.hp-rueda-marco.hp-rueda-sub>iframe,.hp-rueda-marco.hp-rueda-corta>iframe{height:920px}@supports (container-type:inline-size){.hp-rueda-marco.hp-rueda-vida>iframe{height:1360px}.hp-rueda-marco.hp-rueda-sub>iframe{height:1430px}.hp-rueda-marco.hp-rueda-corta>iframe{height:1230px}@container hprueda (min-width:616px){.hp-rueda-marco.hp-rueda-vida>iframe{height:945px}.hp-rueda-marco.hp-rueda-sub>iframe{height:995px}.hp-rueda-marco.hp-rueda-corta>iframe{height:800px}}@container hprueda (min-width:946px){.hp-rueda-marco.hp-rueda-vida>iframe{height:580px}}@container hprueda (min-width:1144px){.hp-rueda-marco.hp-rueda-sub>iframe{height:590px}.hp-rueda-marco.hp-rueda-corta>iframe{height:580px}}}<\/style><div class=\"hp-rueda-marco hp-rueda-vida\"><iframe src=\"https:\/\/www.happinessplay.com\/embed\/rueda.html?desde=blog-en-happiness-dashboard&#038;pagina=https%3A%2F%2Fwww.happinessplay.com%2Fblog%2Fhow-to-make-a-happiness-dashboard-for-your-company\" title=\"Wheel of life \u00b7 Happiness Play\" loading=\"lazy\" referrerpolicy=\"strict-origin-when-cross-origin\"><\/iframe><\/div><script>(function(){window.addEventListener(\"message\",function(e){if(!\/^https:\\\/\\\/www\\.happinessplay\\.(es|com|fr)$\/.test(e.origin)||!e.data)return;if(e.data.hpRueda===\"contexto?\"){try{e.source.postMessage({hpRueda:\"contexto\",pagina:location.href,ref:document.referrer,ventana:Math.round(innerWidth)+\"x\"+Math.round(innerHeight)},e.origin);}catch(_){}return;}if(e.data.hpRueda!==\"alto\")return;var fs=document.querySelectorAll(\"iframe[src^='https:\/\/www.happinessplay.']\");for(var i=0;i<fs.length;i++){if(fs[i].contentWindow===e.source){fs[i].style.height=Math.max(400,Math.min(2000,Number(e.data.alto)+8))+\"px\";}}});})();<\/script><\/div>\n<h2>The happiness dashboard of an organization<\/h2>\n<p>When a group goes through the process (a team, a company, a class), the dashboard changes scale. <a title=\"Happiness Play Pro: wellbeing platform and dashboard for organizations\" href=\"https:\/\/www.happinessplay.com\/organisational-wellbeing.html\">Happiness Play Pro<\/a> brings together participation, aggregated wellbeing by area, the group\u2019s conditions and commitments, with their monthly evolution. You can segment by gender, age, country and date, and drill down into each area.<\/p>\n<figure class=\"hp-video-pro\"><video controls muted loop playsinline preload=\"none\" width=\"960\" height=\"540\" style=\"width:100%;height:auto\" poster=\"https:\/\/www.happinessplay.com\/assets\/img\/pro-hero\/happiness-play-pro-dashboard.webp\" aria-label=\"Happiness Play Pro dashboard: executive summary, activity, wheels of life, conditions and changes\"><source src=\"https:\/\/www.happinessplay.com\/assets\/video\/happiness-play-pro-dashboard.mp4\" type=\"video\/mp4\"><\/video><figcaption>Illustrative view of the Happiness Play Pro dashboard: executive summary, activity, wheels of life, conditions and changes.<\/figcaption><\/figure>\n<h2>Which indicators can a wellbeing dashboard show?<\/h2>\n<p>Happiness Play Pro brings together several perspectives to give a reading of organizational wellbeing.<\/p>\n<ul>\n<li><strong>Participation and coverage:<\/strong> it shows the activity of the program: who takes part, how much the platform is used and how participation evolves. This information helps judge the reach of an initiative and spot whether its communication or access needs improving.<\/li>\n<li><strong>Aggregated wellbeing by area:<\/strong> the dashboard lets you analyze the aggregated ratings of the different areas of the Wheel of Life. An average is not enough. It is also useful to see how scores are distributed and how results evolve, and to look at statistical measures such as the median and variability. These perspectives add different nuances and keep a single number from hiding relevant information.<\/li>\n<li><strong>Evolution over time:<\/strong> successive measurements let you study whether the aggregated ratings change and in which areas variations appear. Evolution helps put initiatives in context and raise new questions: what has changed? Which actions might be related to that evolution? What should be reviewed in the next measurement? A variation over time does not, by itself, prove that an initiative caused the change. To interpret results correctly you need to consider the context.<\/li>\n<li><strong>Conditions and commitments:<\/strong> the methodology also lets you analyze the priorities people express and the changes they decide to make. Aggregated information can help identify recurring themes, guide programs and follow up on initiatives. The goal is not to supervise employees\u2019 personal lives, but to help the organization make decisions about the conditions it can improve.<\/li>\n<li><strong>Segmentation to understand results better:<\/strong> depending on the available data and how the program is configured, indicators can be analyzed by period, area and dimensions such as country, age or sex. This segmentation lets you explore differences between groups without assuming that everyone has the same needs. Interpretation should be cautious: a statistical difference does not automatically explain its causes and must not be used to label individuals.<\/li>\n<li><strong>Privacy is not an add-on: it is part of the design:<\/strong> a wellbeing system needs to build trust. Without it, people may feel evaluated instead of supported. That is why Happiness Play Pro draws a line between personal experience and organizational management.<\/li>\n<li><strong>Each person keeps the content of their personal space.<\/strong> Their scores, the conditions they define and the texts they write are not shared with the organization. The organization manages the accounts and can see who takes part and how much they use the platform. It also has aggregated statistics for the group to analyze trends and guide decisions.<\/li>\n<\/ul>\n<p>This distinction is essential: the organization gets useful information about the program, but it does not need access to each person\u2019s private reflections to work on better wellbeing conditions. Happiness Play Pro is not designed to turn individual wellbeing into a performance score or to rank employees by their happiness.<\/p>\n<p>The aim is to make possible a process in which people keep their autonomy and the organization takes responsibility for improving what it can control.<\/p>\n<h3>From the dashboard to organizational decisions<\/h3>\n<p>The usefulness of a dashboard does not end when its indicators are displayed. Its value appears when the results feed a conversation and help set priorities.<\/p>\n<p>An organizational wellbeing process can follow this path:<\/p>\n<ol>\n<li><strong>Define the goals.<\/strong> Agree on what the organization needs to understand and what it will use the information for.<\/li>\n<li><strong>Set up the program.<\/strong> Prepare the access, the profiles and the working environment.<\/li>\n<li><strong>Activate participation.<\/strong> Explain the purpose of the initiative and make it easy for people to try the experience.<\/li>\n<li><strong>Analyze the results.<\/strong> Look at participation, aggregated patterns and how they evolve.<\/li>\n<li><strong>Prioritize actions.<\/strong> Decide which organizational conditions deserve attention, who will be responsible and which measures can be taken.<\/li>\n<li><strong>Review progress.<\/strong> Look at the results again and judge what to keep, change or explore.<\/li>\n<\/ol>\n<p>This path keeps wellbeing from turning into an isolated campaign or a report that is read only once.<\/p>\n<p>It also helps tell apart each person\u2019s responsibilities from the organization\u2019s. Each individual decides which changes to make in their own life; the organization must act on the working and organizational conditions it is responsible for managing.<\/p>\n<h2>Happiness Play Pro: methodology, platform and dashboard<\/h2>\n<p>Happiness Play Pro combines the Autocoaching Methodology with a digital platform and a dashboard to make organizational wellbeing easier to manage.<\/p>\n<p>Its approach connects three dimensions:<\/p>\n<ul>\n<li><strong>Personal experience:<\/strong> each person explores their Wheel of Life, defines their conditions, chooses changes and reviews their evolution.<\/li>\n<li><strong>Organizational information:<\/strong> the organization analyzes participation and aggregated indicators to understand trends and areas that need attention.<\/li>\n<li><strong>Improvement process:<\/strong> the results help guide decisions, set priorities and take new readings of the group.<\/li>\n<\/ul>\n<p>The platform includes tools to manage accounts, follow participation and consult the aggregated dashboard. Methodological support and additional activation materials can be contracted separately.<\/p>\n<p>The start-up begins with a pilot in which the goals, the scope, the configuration and the way the results will be used are defined.<\/p>\n<h3>Wellbeing is not managed by making others happy<\/h3>\n<p>No organization can decide what should make a person happy. Nor can it reduce wellbeing to a number or assume that an improvement in one indicator explains a whole human reality.<\/p>\n<p>What it can do is listen better, understand the priorities of its teams, offer tools for self-knowledge and create conditions that favor a healthier and more sustainable environment.<\/p>\n<p>A happiness dashboard makes sense when it helps move from observation to understanding, and from understanding to responsible decisions.<\/p>\n<p><strong>Measuring the climate tells you how your people are. Managing wellbeing starts when you use that information to improve conditions, always respecting each person\u2019s autonomy.<\/strong><\/p>\n<h2>Discover Happiness Play Pro<\/h2>\n<p>If you want to see how to apply this approach in your company, educational institution or people-development program, discover the platform and ask for a pilot adapted to your organization\u2019s goals.<\/p>\n<p><a title=\"Happiness Play Pro: platform, methodology and pilot for organizations\" href=\"https:\/\/www.happinessplay.com\/organisational-wellbeing.html\"><strong>Happiness Play Pro for organizations \u2192<\/strong><\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>A happiness dashboard is not a score: it is a board to see your whole life, choose what matters and follow your changes. How to build one, alone or as an organization.<\/p>\n","protected":false},"author":1,"featured_media":25098,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":true,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_ayudawp_aiss_exclude":false,"_ayudawp_aiss_exclude_summary":false,"_ayudawp_aiss_summary":"","_ayudawp_aiss_summary_provider":"","_ayudawp_aiss_summary_hash":"","_jetpack_feature_clip_id":0,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_post_was_ever_published":false},"categories":[17,60],"tags":[88,216,83,10,143,80,218,215,18,219],"class_list":["post-25092","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-happiness-play-pro","category-post","tag-dubai-2020","tag-happiness-blog","tag-happiness-dashboard","tag-happiness-play","tag-happiness-technology","tag-happy","tag-happy-dashboard","tag-how-to-be-happy-blog","tag-how-to-manage-an-employee","tag-play-dashboard"],"jetpack_sharing_enabled":true,"jetpack_featured_media_url":"https:\/\/www.happinessplay.com\/blog\/wp-content\/uploads\/2017\/03\/Ejecutivo-en-ipad.jpg","_links":{"self":[{"href":"https:\/\/www.happinessplay.com\/blog\/wp-json\/wp\/v2\/posts\/25092","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.happinessplay.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.happinessplay.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.happinessplay.com\/blog\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.happinessplay.com\/blog\/wp-json\/wp\/v2\/comments?post=25092"}],"version-history":[{"count":6,"href":"https:\/\/www.happinessplay.com\/blog\/wp-json\/wp\/v2\/posts\/25092\/revisions"}],"predecessor-version":[{"id":35618,"href":"https:\/\/www.happinessplay.com\/blog\/wp-json\/wp\/v2\/posts\/25092\/revisions\/35618"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.happinessplay.com\/blog\/wp-json\/wp\/v2\/media\/25098"}],"wp:attachment":[{"href":"https:\/\/www.happinessplay.com\/blog\/wp-json\/wp\/v2\/media?parent=25092"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.happinessplay.com\/blog\/wp-json\/wp\/v2\/categories?post=25092"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.happinessplay.com\/blog\/wp-json\/wp\/v2\/tags?post=25092"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}