Better teams are built, not hired.
The difference between a team that performs and one that stalls is rarely talent. It is how well people read each other and work through friction. ecue trains that, five to ten minutes a day, for everyone on the team.
The teams that outperform are not the ones with the most talent.
Managers who multiply the team around them
Managers are the largest controllable factor in how a team performs, and most were promoted for being good at the job, not for being good at people. ecue gives them daily reps at the part that decides output.
Gallup: managers account for around 70 percent of the variance in team engagement. Gartner: manager development is the number one priority for HR leaders in 2026, two years running.
Keep the people you cannot afford to replace
Every departure costs you the role, the months of ramp, and the work that stalls in between. People leave after months of small friction, and a team that handles friction better keeps its people longer.
Gallup: engaged teams see 21 to 51 percent lower turnover.
Output that holds under pressure
Friction is expensive: rework, escalations, decisions that take three meetings instead of one. A team with a shared language for what it is carrying spends that time on the work.
Deloitte: presenteeism, people at work but not performing, is the single largest cost of poor mental health to employers.
One team, one language, every day.
Step one
Everyone gets a daily practice.
One short cue a day, calibrated to each person, answered in their own words with an honest reflection back. Real practice, not a workshop everyone forgets by Friday.
Step two
The whole team practises the same thing.
One shared dimension a day, out of eight: Noticing, Choosing, Reading, Connecting, Holding, Knowing, Opening, Belonging. Eight plain words your team starts using on each other, in meetings and in feedback.
Step three
You see the team move.
Your team view shows where the team is strong and where it is growing. Never an individual, and never who said what, so what you see is something your people are willing to be honest into.
Psychological health sits under health and safety law.
In Australia, psychosocial hazards are named directly in the WHS Regulations, with a Code of Practice behind them. In New Zealand, the Health and Safety at Work Act defines health as both physical and mental, so the same duty to manage risk already applies, and WorkSafe’s guidelines set out how. Either side of the Tasman the expectation is the same: identify the hazards, control them, consult your workers, and review whether what you are doing is working.
Safe Work Australia, Model Code of Practice: Managing psychosocial hazards at work. WorkSafe New Zealand, Mentally Healthy Work: Good Practice Guidelines for Managing Psychosocial Risks at Work.
Behaviour between people is a named hazard
Both countries list support, relationships and how people behave toward each other as a hazard category in its own right, alongside workload and hours. When that is the hazard, the thing to work on is how managers and teams actually treat each other.
Consultation people will take part in
You are expected to consult your workers, not inform them. An employee assistance programme sits at 3 to 5 percent uptake, because using one means raising your hand. Five to ten minutes a day that says nothing about the person doing it is something most of a team will do.
Something to review against
Reviewing whether anything is working is the part most organisations have nothing for. ecue shows how your team moves across all eight dimensions over months, always aggregated and never an individual, so change is something you can see rather than assert.
What ecue is not
Regulators in both countries are explicit that training, wellbeing apps and employee assistance programmes are lower order controls, and that they cannot be the main thing an organisation points to. They are right, and we are not going to pretend to be something else.
So ecue is not a substitute for the higher order work. Workload, staffing, hours, role clarity and how the job itself is designed are yours, and they come first. ecue does not identify your hazards, write your risk assessment, or make you compliant. It works on one named hazard category, and it shows you whether anything is moving.
ecue helps organisations build the behaviours and leadership capability a psychologically healthy workplace rests on, as part of managing psychosocial risk rather than waiting for harm.
Become a certified workplace.
Workplaces earn an ecue certification, renewed every year.
Earned on where your team actually gets to across all eight dimensions. Not on signing up, and not on taking part.
Simple pricing, per person.
Team
Everything your team needs, for every person on it.
- Everyone's own private daily practice
- One shared dimension across the team each day
- The team weather view for managers
- Support requests, only when someone asks
- ecue certification, renewed every year
Organisation
For rolling ecue out across a whole organisation.
- Everything in Team
- Rollout across multiple teams
- Admin controls, and a say in what we build next
- A dedicated partner and tailored setup
Priced per person, per month. We are still in private beta, so we are setting pricing alongside our first teams. Every plan includes the full daily practice for everyone on your team.
You see the team, never the person.
That is not a limitation. It is the reason the picture is honest enough to act on.
What your dashboard shows
- Whether the team is practising, as a blurred average
- Which dimensions the team is strong in, and which are growing
- A request for support, only if someone chooses to send one, and only ever from them
What stays private, so the data stays honest
- Anyone’s reflections, chats, or what they wrote
- Any individual’s placement or score on any dimension
- Who is practising and who is not, or who opted in
You have bought things nobody used.
Traditional employee assistance programmes sit at around 3 to 5 percent uptake. Not because people do not need them, but because using one means raising your hand, and most people will not.
Three minutes
Not an hour, not a workshop, not another recurring meeting.
Nothing to raise your hand for
Everyone gets the same cue on the same day. Taking part says nothing about you.
Private by architecture, not by policy
The most common reason people avoid the support their employer pays for is that they do not believe it is really confidential. We removed the question.
The things buyers actually ask.
Can I see how an individual on my team is doing?
No, and that is the point. There is no individual view to open. If there were, people would write for it, and the picture you are looking at would be worth nothing.
How long does it take, honestly?
About three minutes. Some days people stay longer because they want to. Nobody is chased if they miss a day, and there are no streaks to break.
Is this therapy or counselling?
No. It is practice at a skill, the way you would practise anything else. If someone raises something that needs real support, ecue says so and points to help, rather than trying to be it.
Does this replace our EAP?
No. An EAP is there for when something has gone wrong. ecue is what happens on the ordinary days before that, which is also where the evidence says the return is largest.
Does this make us compliant with our psychosocial risk obligations?
No, and we would be wary of any product that says it does. The duty sits with you, and the higher order work is yours: workload, staffing, hours, role clarity, how the job is designed. What ecue does is work on one named hazard category, the behaviour between people at work, and give you something to review against.
Is this resilience training in an app?
No. Resilience training teaches people to absorb a hazard. This works on how managers and teams behave toward each other, which both New Zealand and Australia name as a hazard in its own right. It is also daily practice rather than a session people have forgotten by Friday.
Learn it together.
Tell us about your team and we will help you get set up. Or if you already have an ecue account, you can set up your workplace right now.
Currently in private beta