This is what your year-in-review report looks like
A single survey shows a snapshot. The year-in-review shows a direction — and whether your actions actually worked. Here are the first 3 pages, freely accessible.
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01Four measurements, one curve — a trend instead of a snapshot
02Change in numbers: what moved, and what didn't
03Impact check — did your actions demonstrably pay off?
04A concrete outlook on where to focus next year
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This is a sample report with fictional data from “Beispiel AG”. This is what the year in review looks like with the Puls subscription — four measurements, one curve. Print/PDF: Ctrl+P
Lyntharis®PulsConfidential · for internal use
Sample
Plain-language report · Puls subscription
Year in review
Beispiel AG · 41 employees · 4 measurements, January–October 2026
4 measurements per year+1.0 overall score since start+1.9 on the critical area87% avg. response rate
Lyntharis Puls · lyntharis.comPrepared and reviewed: Lydia Simon, MAS HRMPage 1
Lyntharis®PulsBeispiel AG · year in review 2026 · Sample
The difference from a single measurement
Four measurements, one curve
A single survey shows a state. Four measurements show a direction — and whether your measures actually worked.
MotivationCollaborationLeadershipWorkload
Plain language: in July, workload fell to 4.8 — that was the trigger. After the service team was relieved, the value rose to 6.4 by October. Notably, the leadership rating rose with it (6.3 → 6.9), even though nothing about leadership itself was changed. You only see that connection with multiple measurements.
Lyntharis Puls · Plain-language reportPage 2
Lyntharis®PulsBeispiel AG · year in review 2026 · Sample
The change in numbers
What moved — and what didn't
Each row shows the path across four measurements. The last column is the only one that matters: which way is it going?
Theme area
Jan
Apr
Jul
Oct
Change
Motivation & engagement
7.2
7.4
7.8
8.0
+0.8 ↗
Collaboration
7.0
7.2
7.4
7.6
+0.6 ↗
Leadership
6.0
6.1
6.3
6.9
+0.9 ↗
Workload & resources
4.5
5.2
4.8
6.4
+1.9 ↗
Overall score
6.2
6.5
6.6
7.2
+1.0 ↗
The setback in July was not a failure — it was the signal. Between April and July the workload rating fell from 5.2 to 4.8: holiday absences met the summer peak. Without the quarterly measurement this would only have surfaced at the next annual survey — probably together with the first resignations.
Response rate over the year: 85% · 88% · 85% · 89%. The response rate did not fall, it rose slightly — a strong sign. Teams keep taking part when they see that something happens. If the response rate falls across measurements, it is almost always a sign that results were not communicated.
Lyntharis Puls · Plain-language reportPage 3
Lyntharis®PulsBeispiel AG · year in review 2026 · Sample
Effectiveness check
Did the measures work?
Two measures were started in July. Here is what they achieved — verifiable, not claimed.
Worked · clearly
Task triage and arranged cover in the service team
Goal: raise workload from 4.8 to above 6.0.
Implemented from AugustWeekly task triage, one written cover arrangement per role, taking breaks made a leadership responsibility.
Result in OctoberWorkload 4.8 → 6.4 (+1.6). In the service team: 3.7 → 5.9. Goal met and exceeded.
Worked · indirectly
Results communicated openly — including the red values
Goal: preserve trust, keep the response rate stable.
Implemented from AugustSummary sent to everyone, the three measures presented in the team meeting, openly naming what cannot be solved immediately.
Result in OctoberResponse rate 85% → 89%. Leadership rating 6.3 → 6.9, without anything being changed about leadership itself.
What that is worth: Beispiel AG can now demonstrate that a concrete measure improved a concrete value by 1.6 points. That is the difference between “we did something” and “we know it worked” — and that is exactly what you can put in front of a management team or a board.
Lyntharis Puls · Plain-language reportPage 4
Lyntharis®PulsBeispiel AG · year in review 2026 · Sample
Outlook
Where to start in 2027
7.2
Overall score October (start: 6.2)
6.4
Workload — improved, but not yet green
89 %
Latest response rate — trust is intact
Recommendation for the coming year: at 6.4, workload is still in the yellow zone — the direction is right, the level is not yet. We recommend continuing the subscription and deliberately moving the summer measurement earlier (June instead of July) to catch the seasonal peak in time. A one-off Full Employee Survey is also worthwhile, to examine the areas the Puls-Check does not cover (development, health, employer attractiveness).
Transparency
CollectionFour anonymous online surveys on a quarterly rhythm (January, April, July, October 2026), each with 12 closed questions (scale 0–10) and 1 open question. Identical question set at every measurement — only then is a comparison valid.
ComparabilityTrend statements require an unchanged question set and a comparable population. Significant changes in headcount are disclosed in the report; at Beispiel AG, turnover was below 10% in the reporting year.
AnonymityAnalysis only from 5 responses per group — including in the comparison over time. Individuals cannot be tracked across measurements; no individual trajectories are formed.
Quality checkAnalysed automatically, reviewed and written personally: Lydia Simon, MAS Human Resources Management, over 20 years of HR practice.
Lyntharis®Puls
Lyntharis by Lydia Simon · Neuhausstrasse 7 · 8600 Dübendorf · info@lyntharis.com Lyntharis® is a registered trademark (CH no. 850643). Sample report with fictional data.
Lyntharis® Puls