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  • 01Executive summary — the key points on a single page
  • 02All topic areas at a glance, in a clear traffic-light overview
  • 03In-depth analysis of the two most critical areas — including anonymised quotes
  • 04Three prioritised actions, not 20 unrealistic suggestions

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This is a sample report with fictional data for "Beispiel AG" (41 employees). Your report will look exactly the same — with your own results. Print/PDF: Ctrl+P
Confidential · for internal use
Sample
Plain-language report

Full Employee Survey

Beispiel AG · 41 employees · Survey period 1–14 July 2026
83% response rate (34 of 41) 8 topics 6.7 overall score out of 10 3 priority actions
Lyntharis Puls · lyntharis.chPrepared and reviewed by: Lydia Simon, MAS HRMPage 1
Beispiel AG · July 2026 · sample
For management

The essentials on one page

6.7
Overall score out of 10
(Swiss comparison database being built up)
83%
Response rate — very high,
results are reliable
62%
would recommend Beispiel AG
as an employer
In one sentence: Beispiel AG has an engaged team with strong cohesion — but the workload in the Service team and a lack of development perspective put exactly the people who carry the company at risk in the medium term.

What's working well:

Where action is needed:

Recommendation: Tackle the three actions on page 6 in this order — workload first. Review the impact after 12 months with a follow-up survey (−30%).
Lyntharis Puls · Plain-language reportPage 2
Beispiel AG · July 2026 · sample
Results at a glance

Eight topics, one picture

All values on a scale of 0–10. Green means: maintain. Amber: watch and improve in a targeted way. Red: act now.

Collaboration
8.2
Job content
7.9
Communication
7.1
Health & wellbeing
6.6
Leadership
6.4
Change & the future
6.3
Development & perspective
6.1
Workload & resources
4.9
7.0+: maintain 5.5–6.9: improve below 5.5: act
In plain language: six out of eight topics sit in a solid-to-strong range — Beispiel AG is a healthy company. Workload, however, drops noticeably and visibly weighs on health and leadership ratings. Once eased, several amber topics typically rise along with it.
Lyntharis Puls · Plain-language reportPage 3
Beispiel AG · July 2026 · sample
In detail · red topic

Workload & Resources — 4.9

The most critical topic. The individual questions show the problem isn't volume alone, but missing recovery windows and unregulated deputy arrangements.

My workload is sustainable in the long run.
4.6
I can usually take breaks as intended.
4.1
During absences, my deputy arrangement is clearly defined.
4.4
I have the tools I need to do good work.
6.3
After work, I can switch off mentally.
5.2
By team: Service 3.8 · Administration 5.6 · Sales 6.1. The Service team carries the main load — it's also where 5 of the 7 people who marked "strongly disagree" on the breaks question work.

Voices from the team (anonymised, grouped by theme)

"We genuinely like our work. But for a year and a half now, it's just been: hang in there."Open response, Service
"When someone's sick, everything just piles up — or lands on me."Open response, Administration
Lyntharis Puls · Plain-language reportPage 4
Beispiel AG · July 2026 · sample
In detail · amber topic

Development & Perspective — 6.1

At first glance only "amber" — but with the largest gap between age groups. This is exactly where tomorrow's resignations start.

I can develop professionally at Beispiel AG.
6.4
My manager talks with me about my development.
5.5
I see a perspective for myself in the company over the next 3 years.
5.8
Good performance is seen and recognised here.
6.7
By age: under 35: 5.2 · 35–50: 6.5 · over 50: 6.9. Younger employees rate their perspective 1.7 points lower — in a market with skilled-worker shortages, this is the biggest turnover risk in this report.
"I haven't had a single development conversation in two years. I don't know if I'm part of the plan."Open response, under 35
"Training gets approved if you push for it yourself. Nobody offers it proactively."Open response, Sales
Lyntharis Puls · Plain-language reportPage 5
Beispiel AG · July 2026 · sample
Action compass

Three actions. In this order.

Prioritised by impact and feasibility — written by an HR expert, not an algorithm. Fewer actions, done right.

Priority 1 · Workload

Relieve the Service team — visibly and immediately

Impacts: workload (4.9), health (6.6), leadership (6.4). The team needs to see that the survey has consequences — otherwise this was the last honest one.
Within 30 daysTask triage in Service: what goes, what waits, what stays? Communicate the result to the team. Make break-taking a leadership priority.
Within 6 monthsDefine deputy arrangements in writing (1 backup per role), cushion seasonal peaks with a temp pool. Check the impact in a Puls-Check.
Priority 2 · Development

Annual development conversation for everyone — starting with under-35s

Impacts: development (6.1), recommendation (62%). Costs almost nothing, prevents the most expensive departures.
Within 30 daysSchedule meetings with all employees under 35; a simple 5-question guide is enough (template available from Lyntharis on request).
Within 6 monthsConversation established as a fixed annual rhythm for everyone; one concrete development step documented per person (course, role, project).
Priority 3 · Communicating the results

Share the results — including the red ones

Impacts: trust and the response rate of every future survey. Transparency is the cheapest culture measure there is.
Within 30 daysSend the summary (page 2) to the whole team, present the 3 actions in a team meeting — including what is NOT immediately solvable.
Within 6 monthsCommunicate progress ("here's what we've implemented"), announce the follow-up survey for summer 2027.
Lyntharis Puls · Plain-language reportPage 6
Beispiel AG · July 2026 · sample
Transparency

How this report was created

Data collectionAnonymous online survey, 1–14 July 2026, participation by mobile or PC without login. 40 closed questions (0–10 scale) plus 3 open questions.
QuestionnaireScientifically grounded scales across 8 topics, based on established instruments from work and organisational psychology, simplified in language for SMEs.
AnonymityResults are only shown from 5 responses per group. Open answers were edited wherever conclusions about individuals would have been possible.
ContextOur Swiss comparison database is being built up and grows fully anonymised with every project. Where available, we draw on published study values for orientation — comparison figures serve context, not judgement.
Data hostingCollection and storage in Switzerland, compliant with the Swiss DPA. Raw data is retained for 12 months and then deleted.
Quality reviewAutomatically analysed, personally reviewed and written by: Lydia Simon, MAS Human Resources Management, 20+ years of HR practice.
What's next? Follow-up survey within 18 months at 30% off — so progress stays more than a claim. On request: a results workshop with the leadership team or a team analysis by Lyntharis.
Lyntharis by Lydia Simon · Neuhausstrasse 7 · 8600 Dübendorf · info@lyntharis.com
Lyntharis® is a registered trademark (CH no. 850643). Sample report with fictional data.
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