Pulse Dashboard
Proof the benefit is working.
Aggregated, de-identified well-being insight for leaders. Engagement, measured outcomes, and the topics your people bring — never an individual conversation.
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Is the benefit actually working?
For decades, a mental health benefit's answer to that question has been a quarterly utilization report. A count of calls, with nothing helpful or insightful in it and no way to tell whether anyone got better.
Pulse reports what actually happened. Enrollment and engagement over time, measured change in mood and stress, and the topics your workforce is bringing — all aggregated and de-identified, so you can see the shape of your organization without ever seeing a person in it.
What it shows
Engagement, outcomes, and nothing personal.
Outcomes, not logins
Stress drops nearly 40% and mood improves by more than 2× after a single session. Pulse tracks that change across your population and over time, so the report is about whether people got better, not whether they showed up.
What your workforce is bringing
70% of conversations focus on anxiety management, self-esteem building and personal growth. You see the themes; you never see the conversation.
Adoption from week one
Partners have hit 110% of their user adoption goal in the first 30 days. Enrollment is visible from the day the benefit goes live.
Clinically validated measures
Change is measured with clinically validated surveys and questionnaires inside the product, not an engagement score invented for a dashboard.
Numbers you can take to finance
A 4:1 return on investment, with absenteeism and turnover framing your CFO already uses. Finally, data to justify the spend.
De-identified by design
Every conversation is encrypted and never shared with the employer. What your organization sees is aggregated, de-identified well-being trends across the workforce, never individual data — meant for visibility into overall engagement, never for individual employment decisions.
How it works
Insight without surveillance.
Employees talk to Yuna privately
By voice or chat, as often as they want. Nothing about what they say leaves the app.
Yuna measures the session
Mood and stress are captured with clinically validated instruments before and after, which is what makes a change number real rather than self-reported satisfaction.
You see the aggregate
Enrollment, engagement, measured change and top topics, de-identified and rolled up across the workforce. Never a transcript, never a name.
38%
average stress decrease per session
2×
or better improvement in mood after one session
110%
to user adoption goal in the first 30 days
“For the first time, we can show executives exactly how many employees we're helping and the measurable impact on well-being.”
Trusted by teams who take care seriously
Questions, answered
What HR and benefits leaders ask us most about reporting and privacy.
What exactly do we see, and what don't we?
You see aggregated, de-identified well-being trends across the workforce: enrollment, engagement, measured change in mood and stress, and the top conversation topics. You never see transcripts and you never see individual-level data. Employers can elect to see this reporting; it is not on by default.
Will employees' conversations stay private?
Yes. Every conversation is private and encrypted, and your organization never sees transcripts or individual-level data. What you get instead is aggregated, de-identified well-being trend data across the workforce, meant for visibility into overall engagement, not individual employment decisions.
Can we use this data in employment decisions?
No. The reporting exists for visibility into overall engagement and the effectiveness of the benefit, not for individual employment decisions — and because it is aggregated and de-identified, it cannot be traced back to a person even if someone tried.
How does this help my business?
Yuna has a proven impact on users' stress and mood. When your employees have targeted, consistent mental health support 24/7, productivity goes up, turnover and absenteeism go down, employees lower their risk of burnout, and fewer mental health claims are made. Pulse is how you see that happening rather than assuming it.