For people leaders bringing AI into their people's work
Now something does. In four weeks, one private reading shows how your people are doing and how AI is changing their work, side by side, in a readout you can take to your team and your board this year.
Easy to run
Pick a team or department where AI is already changing the work, with at least twelve people. One price, set by size.
We draft the invitation and manager note. People join from their phones, take a private reading of a few minutes, and use short practices across four weeks.
We walk through where people are strong, where attention is needed, and how AI is landing, including how much say they have and what leadership can change.
Your people join with a link, and no one's individual answers are ever shown to you.
No empty launch
Your readout needs at least twelve people, so that no one can be identified. We write the invitation and the note for managers with you. If fewer than twelve have joined by the end of the first week, we keep enrollment open at no extra cost. If it still doesn't reach twelve, you get a full refund.
For your team and your board
Most AI conversations can show the tools and the costs. You walk in with what AI is doing to your people, gathered under rules that let them answer honestly, rules you set, with the protections going out under your name.
What's on your human page
How your people are doing across the eight essentials of thriving: mental, emotional, social, physical, financial, purpose, growth, community. Where they are strong. Where attention is needed.
Pace, security, say, and whether work is getting better or worse. Where AI starts helping, where it costs, and how much say your people have in how it arrives.
A closing reading, same questions, same conditions. What changed in four weeks, and what that says about what leadership can do next.
Which parts of thriving are carrying the AI transition and which are quietly paying for it. Where the pressure sits, by team or by how far AI has arrived, wherever twelve or more people let us look.
The page completes itself. Your part is sending the link.
When your page is ready, thirty minutes with us, included. What the numbers mean for this team, this quarter, and the move leadership can make. Go as deep as you want.
The Challenge format has run with more than 600 organizations over eight years. The human page is new: the eight essentials of thriving, an open measure you can inspect at thrivability.ai.
Trust as architecture, not promise
Your people already feel watched by the tools arriving around them, and a survey about AI is one more thing watching. This is where the watching stops. It is why people answer honestly here.
Twelve-person floor
Aggregate views only render once at least twelve people have completed the reading. Enforced by the system itself.
Not sold, not shared
Individual answers are not sold, not shared, not used to train external models.
An open measure
What we're measuring is inspectable, at thrivability.ai.
For your people
Short practices in mindfulness and CBT, the most studied workplace interventions there are, drawn from a library built over fourteen years, help each person build from their own reading in small steps that fit a working week. A closing reading shows what moved, and each person keeps their own picture.
The AI questions draw on decades of research into what makes work good for people. They are exploratory, and we say so: no validated measure of AI and wellbeing exists yet.
The financial picture
Your people feel the AI transition long before your numbers show it. The costs land where they always have: stress-related claims, quiet disengagement, preventable departures. Preventable stress-related and mental-health-adjacent claims sit inside your medical spend right now. You can't see them broken out. You can't tell whether they're growing or shrinking. You can't act on them upstream because there's no signal upstream.
A Resilience Challenge is a small, time-boxed, low-stakes first step. Not a benefits overhaul. Not a commitment to anything structural. A single four-week reading of your population, and a clear picture of what it tells you.
We do not claim a single Challenge reduces claims. It is the leading indicator that makes reducing them possible, and the start of a longer relationship if the data warrants one.
What this is likely costing you already, per year
Illustrative range only, based on published estimates of employer-borne claims exposure from preventable stress, mental, and emotional health conditions. Not a guarantee of savings. Framed as an existing loss you are likely absorbing today, not a hypothetical gain.
The cost of a single preventable departure at your organization
Assumes a mid-level salary and standard replacement-cost estimates (roughly 0.75x to 1.5x annual salary at ~$120,000). Independent of headcount; a single loss carries this cost.
A fall window returns data before this year's board reporting.
Choose a team, send one link, and have the human page ready for your board.