Listen & identify
Understand employee experience and the conditions that may cause harm.
A new approach to psychosocial risk
See people risks
before they become
people problems.
A clearer path from employee voice to safer work. Designed to bring employee feedback, communication patterns, calendar load and workforce trends into one view—so Australian employers can understand risks and take practical action.
For growing workplaces of around 40–200 people.
Australian workplace focusAction beyond a surveySmall-team confidentiality
Interactive product concept Fictional data
EXAMPLE WORKPLACEPreview
Your workplace, in focus.
A shared view of what needs attention.
For assessment3Areas to understand
Actions in progress4Owners assigned
Priority areas Illustrative priorities
↗Job demandsAssess first
◎Role clarityConsult
⇄Organisational changeConsult
✧
Start with a conversation.
Explore workload, resourcing and recovery time with your people.
Job demands
Turn a finding into a change.
- Consult the teamPeople lead · planned
- Review workload allocationOperations lead · in progress
- Check whether controls helpFollow-up review · in 6 weeks
Record the reasoning.
Keep consultation, decisions, owners and review evidence together.
✓
Listen. Act. Learn.A practical loop for safer work.
DESIGNED AROUND THE REALITIES OF GROWING TEAMS
For founders, people leaders and those responsible for workplace safety.
Beyond the annual survey
Understanding risk is a start.
Changing work is the goal.
Workload, unclear roles and poorly managed change can be easy to miss until people are struggling. An engagement score alone doesn’t tell you what to do next.
Our approach brings employee feedback, workplace context and practical controls into one continuous process—with worker consultation throughout.
Assess & prioritise
Consider exposure, frequency, duration and severity—not just a single score.
Consult & act
Agree practical changes to work. Record controls, owners and review dates.
Review & improve
Return to your people, check the evidence and adapt what isn’t working.
More than employee polling
The story is bigger
than a survey.
Bring what people tell you together with how work is happening. Patterns can guide better questions—not diagnose people or prove what caused a problem.
Employee voice
Assessments, targeted pulses and consultation give the numbers context.
Slack & Microsoft Teams
Aggregate after-hours activity patterns, interpreted around time zones, working schedules and team context. No private-message content scanning.
Google & Microsoft calendars
Meeting load, back-to-back meetings and opportunities for focus time. A busy calendar block isn’t automatically a meeting.
HR & payroll patterns
Team-level headcount, turnover, absence, leave uptake and balances, and recorded overtime help reveal changes worth exploring.
An illustrative pattern
“We’re overloaded” + meeting-heavy weeks + evening activity.
A reason to ask about workload and priorities—not a conclusion about anyone’s mental health. Consult the team, adjust resourcing or meeting practices, then review whether those changes help.
Integration scope: these connections are part of the product direction and are not active in this preview. Any future use requires transparent permissions, appropriate consultation and confidentiality safeguards. All examples are fictional.
Clearer risks. More useful conversations.
Look at the work.
Understand the pressure points.
Explore a few of the areas we can help you explore. These examples are a starting point, not a complete hazard assessment.
Example area to explore
Job demands
When the amount, pace or complexity of work exceeds the time, resources or support available.
A practical starting point
Consult workers about workload peaks, competing priorities and recovery time. Consider resourcing and work design before relying on individual coping strategies.
Honest feedback
starts with
earned trust.
Built for people, too
Understand the workplace.
Protect the people in it.
In a small team, removing names isn’t enough. Confidentiality needs to shape how information is collected, combined and reported.
- Group-level reporting, with small groups withheld or combined.
- No individual employee risk scores.
- Clear explanations of what is collected and who can see it.
- Separate handling for sensitive disclosures and identifying comments.
We’ll agree confidentiality and data-handling arrangements before an assessment begins. The examples on this site use fictional data; this website does not collect employee responses.
The Australian context
Support the process.
Keep responsibility clear.
Psychosocial risk management includes identifying hazards, addressing risks and reviewing controls, with worker consultation. Requirements and the legal status of codes vary by jurisdiction.
Culture Field is being developed to support this work. Software does not replace an employer’s duties, professional advice or meaningful consultation.
Read Safe Work Australia’s guidance ↗Your first assessment, with support.
Start with a conversation
Tell us about your workplace, your priorities and what you need to understand.
Set up and run your assessment
We’ll work with you to agree the scope, approach and participant information before you begin.
Plan what comes next
Discuss findings, practical priorities and how you will consult, take action and review.
Good questions
Before you begin.
Can you help us run an assessment?
Yes. We’ll help you set up and run your first assessment. Get in touch to discuss your workplace, agree the scope and work through the process together.
Does Culture Field make us compliant?
No. Employers remain responsible for their obligations. The planned product supports a process of consultation, assessment, action and review; it is not government-certified and does not guarantee legal compliance.
Will it read employees’ messages?
This site has no workplace integrations. Any future work-pattern integrations would need a clear purpose, appropriate permissions, worker consultation and aggregate reporting. Reading private employee messages is not part of this product preview.
Let’s talk about your workplace
Clearer priorities.
Safer work, together.
Managing psychosocial risk in a growing Australian team?
We’d like to understand what would make the process easier.