What every manager gets
when a round closes.
Below is a complete Team Digest for Sofia, who runs the Product team at "Northwind Labs" — the same fictional 52-person company as our sample Leadership Brief. The founder sees the company. Sofia sees her team.
Solid round, Sofia. Your score climbed again, and recognition is doing a lot of the lifting — the Friday shout-outs come up in the comments by name. Two things deserve your attention: workload slipped for the second round in a row, and the growth-path question hasn't gone away.
Team eNPS® · Product
That's your third round in a row above +40 — advocacy on the team is holding well above where it started the year. The company average is +47, so you're running a little ahead. Treat that as context, not a competition: at team size, one changed answer moves the number more than anything a league table could tell you.
Give on-call 15 minutes in Thursday's retro. First step: ask "what's one thing that would make on-call feel fairer?" and just listen.
Don't wait for the company-wide growth answer. First step: collect the two questions you hear most and bring them to leadership's Q&A.
Protect the Friday shout-outs. First step: nothing to change — maybe spotlight one cross-team contribution next week.
9 of 11 teammates responded (82%), so every driver on your view cleared the 5-response privacy floor — nothing is locked this round. If participation ever dips below the floor, cells lock for you exactly as they would for anyone else. You'll never see who responded, who didn't, or what any one person said.
Sofia, Northwind Labs and all names are fictional. The format, length and level of detail are exactly what StaffHero generates for every manager on the Growth plan.
Want the founder's view of the same company? Read the sample Leadership Brief →
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every round.
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