Three diagnostic dimensions grounded in organizational psychology. One platform that links employee signals to business risk.
THE THREE-DIMENSION MODEL
HEAD measures how effectively the organization turns intent into action. Grounded in Locke & Latham's Goal-Setting Theory (1990) and decades of research on role clarity, HEAD quantifies whether priorities are understood, execution cadence is consistent, and delivery is predictable. Research consistently shows that goal ambiguity reduces task performance by 20-30%, independent of motivation levels. Low HEAD scores correlate strongly with rework, coordination failure, and delayed outcomes, even in highly motivated teams.
Do employees understand what matters most? Measures shared understanding of priorities, success criteria, and decision rights across the organization.
Is execution cadence consistent? Tracks predictability of delivery, effectiveness of feedback loops, and the speed of course correction when plans change.
HEART draws directly from Amy Edmondson's foundational research on psychological safety in work teams (1999), which demonstrated that teams with higher psychological safety reported errors more quickly, learned faster, and performed better over time. Combined with Social Identity Theory (Tajfel & Turner, 1979) and research on inclusion outcomes, HEART measures whether employees feel safe enough to speak openly, challenge decisions, and surface concerns before they escalate. Teams with low psychological safety detect problems later, learn more slowly, and experience higher attrition, even when short-term results appear stable.
Can people raise concerns without fear? Measures willingness to speak up, comfort with dissent, and perceived consequences of candor within teams.
Do employees feel included and valued? Tracks sense of respect, social integration, and interpersonal trust across team and organizational boundaries.
SOUL is rooted in Self-Determination Theory (Deci & Ryan, 1985), which identifies autonomy, competence, and relatedness as the core drivers of intrinsic motivation and sustained performance. Research by Wrzesniewski (2003) on job crafting and meaning further shows that perceived purpose predicts retention among high-performers more reliably than compensation. SOUL measures whether employees believe in where the organization is headed and see a future for themselves in it. It acts as a stabilizer during periods of change. Strong SOUL can temporarily offset HEAD or HEART issues, but it cannot compensate indefinitely.
Do employees believe in the direction? Measures confidence in strategy, trust in leadership vision, and perceived coherence between stated goals and daily decisions.
Do employees see a future here? Tracks perceived development opportunities, career path clarity, and organizational investment in capability building.
All scores are reported as % Positive: the proportion of respondents selecting Agree or Strongly Agree. This reduces noise from neutral responses and focuses on conviction, not ambivalence. Movement matters more than absolute values.
≥ 75%
Healthy signal
65–74%
Fragile / monitor
< 65%
Risk signal
PLATFORM CAPABILITIES
Built on Item Response Theory (IRT), our adaptive question selection measures HEAD, HEART, and SOUL with fewer questions and higher precision. No two surveys are identical, but every survey measures the same constructs with statistical equivalence (target ICC > 0.80).
Organizations fail not from lack of intent, but from perception gaps. Vectalign surfaces where leadership perception diverges from employee reality across every dimension, turning information asymmetry into actionable intelligence.
Reports frame findings as operational risk, not engagement sentiment. Every insight is anchored to specific metrics with explicit business consequences: delivery risk, retention risk, coordination failure. Built for CEOs, not filing cabinets.
Each employee receives a unique survey link. Participation is tracked separately from response content. Demographic segments only appear in reports when 10 or more respondents fall within a group, preventing re-identification.
Every survey generates an Employee Reality Report, a Leadership Perception Report, and an Organizational Summary. Each includes 90-day focus areas with explicit owners and target metrics. No filler, no jargon.
Consulting firms and enterprise partners can deploy Vectalign under their own brand with custom logos, colors, and subdomain routing. Same diagnostic rigor, your client relationship.