The Circle of Wellbeing embraces Wenite as a wellbeing platform.

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Your organization is unique. That’s why The Circle of Wellbeing focuses on strategic customization to integrate wellbeing into your policy. This includes fostering a growth mindset among employees, empowering leadership, and enhancing team connection. Optimal mental and physical health for employees is the cherry on top.

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A conversation with Veerle Coffé, co-founder of The Circle of Wellbeing.

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Does Wenite offer specific surveys you always start with? 

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It depends on the client’s request. What is the specific goal of the survey? For example, if you want to launch a wellbeing policy, we start with our own Wellbeing Scan—a set of approximately 30 accessible questions based on our seven pillars—to identify employee priorities and expectations.

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For structural employee surveys, we always consider the organization itself. Every organization needs a tailored approach. Whether or not there has been a previous survey, we ensure a survey that addresses themes important to the organization. We also guarantee that the results are reported back to the client. Unfollowed-up surveys are a waste. We recommend that clients present the results themselves to their staff, explaining what was highlighted and their plan of action. Each organization has its own priorities, requiring different surveys.

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How do you communicate the results to the client? 

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Typically, we present the findings to the leadership team, often the commissioning client. This includes a summary of the results and recommendations for follow-up. The leadership then decides how to share the results with the broader organization. In some cases, we handle the presentation for the entire team.

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How do you encourage employees to take surveys seriously and not dismiss them as pointless? 

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We address this in two ways. First, by clearly explaining in advance why the survey is being conducted and what its objectives are. Second, through effective communication during the distribution, and finally, by sharing the survey results afterward—this is the key to achieving high response rates in the future.

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What’s your opinion on offering incentives for filling out surveys? 

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I’m not a big fan because it also tests employee engagement. Incentives can skew results. Response rates already reflect engagement levels within your organization. If response rates are low, it signals an area for improvement.

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Do you always use Wenite for every client? 

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No, but we always recommend it initially. Some clients already have a clear direction and conduct frequent surveys themselves. For clients still finding their way, we prefer using Wenite as a starting point.

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"Big data is valuable, but it must always be interpreted in line with the client’s goals and strategy."

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How has the partnership with Wenite contributed to The Circle of Wellbeing? Has it influenced your strategy? 

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Wenite does not shape our strategy but supports it. That’s why linking it to our seven pillars is crucial. The surveys either substantiate or challenge a client’s gut feelings. We can also highlight areas where things aren’t perfect.

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Wenite provides long-term value. By showing specific correlations in its dashboard, we can work more precisely. This is a priority for The Circle of Wellbeing, as we operate strategically. The more focused we can be, the more effective the quick wins will be. This contrasts sharply with generic surveys that leave you to interpret data correlations manually.

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Have you come across surprising or striking results? 

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Yes, recently we saw a strong lack of trust in the leadership team emerge as an issue. Ironically, the leadership asked for the survey… This was surprising because the leadership team had shown genuine concern for employees. The lack of trust was a blind spot—a sensitive and challenging insight, but critically important to discover.

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Have you seen progress in other organizations thanks to Wenite? 

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Yes, we have a project where Wenite was the starting point for an extensive improvement journey. Strategically, some decisions needed to be made, and within teams, changes were necessary. We’re implementing parallel initiatives and making concrete strides toward a more people-centric HR policy.

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Are you happy to collaborate with Wenite? 

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Absolutely, though it isn’t always easy. Wenite understandably focuses on data optimization, while we often require additional flexibility to tailor questions beyond the standard toolkit. We collaborate to find solution and it’s a constructive partnership. Thankfully, Wenite maintains open communication, and everything is always up for discussion.

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Is there anything specific you feel the platform is missing? 

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Yes, it would be helpful if exporting reports were easier. Wenite is a tool in continuous development, so we accept that limitation for now. We’ve already discussed this with the team.

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How do you envision the future role of a tech platform like Wenite? 

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We currently receive summaries of valuable data. With AI, we’ll see even more in-depth analyses. Personalized recommendations based on input—without compromising anonymity—will improve. More customization will be supported through AI.

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Any advice for organizations considering working with a wellbeing platform like Wenite? 

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Make sure your platform allows you to customize the output according to your needs and priorities. Every company wants to be a unique type of employer. In other words, ask what matters to you.

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