Teambridg Wellbeing Dashboard: Getting Started Guide

The Wellbeing Dashboard Is Live

As promised in our Q1 roadmap, the Wellbeing Dashboard is now available for all Business and Enterprise customers. This is one of the most significant feature releases in Teambridg's history, and we want to make sure you get the most out of it.

This guide covers everything: setup, configuration, reading the data, and — most importantly — using the insights constructively.

Setting Up the Dashboard

Getting started takes less than five minutes:

1. Navigate to Settings > Features > Wellbeing Dashboard in your admin panel
2. Select which teams to enroll (you can start with one team to test)
3. Configure your work hours definition (the dashboard uses this to calculate after-hours activity)
4. Set your notification preferences (dashboard-only, email digest, or Slack/Teams integration)
5. Click Enable — the dashboard begins populating within 15 minutes

For organizations with strict privacy requirements, you can enable the dashboard in "aggregate only" mode, which shows team-level metrics without individual breakdowns. This mode is fully GDPR-compliant and suitable for works council environments.

Understanding the Four Health Dimensions

The Wellbeing Dashboard tracks four dimensions, each scored on a 0-100 scale:

Work-Life Balance (WLB) Score: Combines after-hours work frequency, weekend activity detection, and break regularity. A score above 70 indicates healthy boundaries. Below 50 warrants a conversation.

Focus Quality Index (FQI): Measures the depth and consistency of uninterrupted work blocks. High FQI means your team gets solid focus time. Low FQI usually points to meeting overload or frequent interruptions.

Collaboration Health (CH): Tracks the balance between individual work and teamwork. Both extremes are flagged: too little collaboration suggests silos; too much suggests meeting culture has taken over.

Workload Equity (WE): Visualizes how evenly work distribution is across the team. A WE score below 60 means a small number of people are carrying a disproportionate load — a common burnout precursor.

Each dimension shows the current score, the 30-day trend, and how the team compares to anonymized benchmarks across Teambridg customers in the same industry.

Best Practices: Using Wellbeing Data Constructively

This is the most important section of this guide. The Wellbeing Dashboard is a powerful tool, and like any powerful tool, it can be misused. Here's how to use it well:

Do:

• Use WLB scores to start conversations about workload, not to police behavior
• Share team-level insights in team meetings to normalize the discussion
• Act on trends, not individual data points — a single late-night work session isn't a crisis
• Combine wellbeing data with direct conversations — data provides context, not the full story

Don't:

• Use wellbeing scores in performance reviews — this is a development tool, not an evaluation tool
• Confront employees about specific data points ("I saw you worked until 11 PM Tuesday")
• Set wellbeing scores as KPIs or targets — this creates gaming behavior and misses the point
• Ignore consistently low scores — if you see a pattern, act on it

We're incredibly proud of this feature, and we'll be iterating on it based on your feedback throughout Q1. Have questions? Reach out to your customer success manager or visit our help center.