Engagement Technique: The Happiness Score.
Sometimes the simplest questions tell you the most. The Happiness Score is exactly that. You ask people one question:
“How happy are you out of 10?”
That’s it.
No spreadsheets.
No dashboards.
No targets.
No rewards or punishments.
The point isn’t to track individual scores or chase perfect 10s. It’s to get a sense of where things are at, and, more importantly, to notice when something changes.
How it works
You can use the Happiness Score in lots of low-effort ways:
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In regular 1:1s
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As part of team check-ins
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At the start or end of meetings
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As a quick verbal pulse
If someone scores a 10 every week, that’s fine. But if they suddenly say 9 one week, that’s your cue to be curious. The number itself isn’t the insight, the shift is.
A real-world example: James Timpson
James Timpson, CEO of Timpson Group, is well known for putting happiness at the heart of leadership.
One of his simplest habits is regularly asking people a version of the same question, although the question is around their leadership.
Super-size it: the Smileometer
If you want a more visual, playful version, borrow from retail – You could introduce a Smileometer by the office door, or a version of this online. A simple “How was your day?” button system where people tap a smiley, neutral, or unhappy face as they leave.
Over time, you start to see patterns:
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Certain days of the week
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After big meetings or announcements
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During particularly busy or stressful periods
Again, this isn’t about judging individuals, it’s about sensing the mood of the room.
Why it works
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It’s quick and human
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It opens conversations without interrogation
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It helps leaders spot early warning signs
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It avoids survey fatigue
Most importantly, it shows people you actually care about how they’re feeling, not just how they’re performing.
What to watch out for
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Some people are naturally more positive or more critical. That’s normal. Also when you first ask the question you do get a bit of scepticism, so be sure to reassure. Make sure you think about the individual and build trust by noting that this doesn’t go beyond YOU, to build your relationship.
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A single score means very little – trends and changes matter more. If the score is massively different each week try to understand more about the reasoning, don’t fixate on the number.
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Be clear this is not a performance tool. Trust disappears fast if people think it’s being monitored or used against them. It doesn’t matter if they score 1, it matters WHY.
The takeaway
The Happiness Score proves that engagement doesn’t always need complex tools or long surveys. One simple question, asked consistently and with genuine intent, can tell you more than you think. It doesn’t need to take more than a minute, but will give you so much. Try it!
This post is part of our Engagement Techniques series of practical, low-cost ideas to bring more connection and meaning into work. Find the rest here
👉 Want to explore techniques like this in more depth? I run interactive employee engagement workshops where we bring these ideas to life.