Lägereld Dashboard

📊 Summary Report 🗓️

Period Covered: February 2024 – April 2025

🌟 Overall Trends:

• Enjoyment 😊, Motivation 🚀, Pride 🏅, Relationship 🤝, and Wellbeing 🌱 remain consistently high, with average scores above 3.7 out of 5.0.
• Workload ⚖️ shows a moderate upward trend. Scores are rising slightly above the satisfactory midpoint (3), currently averaging 3.68.

📌 Current Status (as of April 2025):

• Enjoyment 😊: 4.08 (slight decrease)
• Motivation 🚀: 3.89 (slight improvement from March)
• Pride 🏅: 3.84 (minor decline)
• Workload ⚖️: 3.68 (rising and approaching high-load threshold)
• Relationship 🤝: 4.18 (still strong but noticeably decreased)
• Wellbeing 🌱: 3.71 (minor decline)

🏢 Team Insights:

• Tech Team: High workload (50–60h/week reported), but maintained pride and strong team relationships.
• Customer Team: Consistently strong in Enjoyment, Motivation, and Pride; slight dip in Relationship scores.
• Product, Design & Growth: Moderate participation; workload has increased substantially.
• Sales & Client Development: Low participation; signs of pressure and elevated workload driven by high expectations.
• Marketing, Communication & Business Development: Very low participation; results inconclusive.
• Finance, Legal, Strategy & Analytics, People & Other: Very low participation; insufficient data for analysis.
• ⚠️ Teams with fewer than 5 respondents are highlighted due to limited data reliability.

💡 Key Insights from Comments:

• The ambitious and helpful culture is still a major positive driver across the company.
• Concerns have increased regarding autonomy and repetitive internal communications.
• Motivation is impacted by internal rumors about investment rounds, perceived inequity in compensation, and cross-team collaboration challenges—especially between product and non-tech roles.
• Pride is held back by a lack of feedback and customers not fully grasping the product's value.
• Workload pressure is noted in several teams and may risk affecting wellbeing long-term.
• Team cohesion suffers from infrequent in-person interaction.

🔧 Recommendations:

• Enhance autonomy across teams and streamline internal communication to avoid redundancy.
• Provide clarity around company direction, equity, and investment communication to reduce speculation and improve trust.
• Proactively address rising workloads to prevent burnout, particularly in high-pressure functions.
• Encourage more in-person or real-time team interactions to strengthen relationships and foster cohesion.