PULSE – PILOT PROGRAMME. FIVE LOCATIONS.

Stop measuring incidents. Start measuring behaviour.

Around 90 per cent of accidents can be linked to behaviour. Yet almost everything being done today in the name of safety revolves around compliance: training hours, toolbox meetings, attendance lists, and so on.

A dead letter.

For four years now, we’ve been working alongside teams in virtual learning environments, where we can see what people actually do. These observations relate to behaviour, and we want to turn them into a measurable metric – that’s the next step. The VR tools we use in our training sessions are particularly well suited to this. And we want to take that step with five companies.

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>200

customers from dozens of different sectors

>25.000

Participants. Both white-collar and blue-collar workers. Workers, health and safety officers, managers, senior management, etc.

NPS = 94%

Our Net Promoter Score (or NPS). The percentage of customers who recommend our training to others.

4 years

multi-player and free roam

1.000

maximum number of people we can train in a single day

6 / 5

6 in-house training centres, operating in 5 countries.

What you report, and what you don’t see

Every safety report we see measures more or less the same things: how many people have been trained, how many incidents there were, how many toolbox meetings were held. All of these are correct, all are necessary, and all provide a snapshot of the past or of the compliance layer. Safety awards, audits and, for some, even a bonus are no proof of safety; they merely show that you can demonstrate compliance on paper.

Training hours say nothing about whether someone would dare to stop work today if they had any doubts.
Zero accidents does not mean the risk has gone away. It means that things turned out well this time.
If you do not measure behaviour, you cannot invest in it in a targeted way.

That is the Safety Paradox, which can be found in your own reporting.

Compliance ensures that we can prove employees know the rules; it never proves that they will actually behave safely when they are tired, in a hurry or convinced that nothing can go wrong. This is the difference between ‘knowing’ and ‘doing’, and this is precisely where most companies get stuck.

Download our e-book on the Safety Paradox here

A snapshot of security awareness within your organisation

AVAILABLE TODAY

Every VR session generates data. We use this to produce a report with a score for each safety topic: working at height, confined spaces, fire safety, PPE, and any other topics covered in your session. You can see where knowledge is present and where it is lacking, by topic and by group.

What you can do with it

You’ll see in black and white which topics your staff have mastered and which they haven’t.
You’ll know which training courses to prioritise, and for which group. You’ll receive specific recommendations to that effect.
You’ll have a baseline against which you can measure progress within a year.
You’ll justify your training budget with figures rather than just a gut feeling.

What the report doesn’t yet show

The knowledge report is a snapshot of what your staff know. Knowing that you should stop work when in doubt is one thing; actually doing so on a busy site, under time pressure and with a foreman waiting, is quite another. We do indeed see that behaviour, week in, week out, but it isn’t currently reflected in figures in your report.

Bridging these gaps is exactly what we’re building right now.

From ‘knowing’ to ‘doing’. Serious accidents rarely happen ‘because people didn’t know’. They usually arise from behaviour, habit, complacency or the gradual normalisation of small ‘shortcuts’ that have already worked out fine 1,000 times.
From ‘lagging’ to ‘leading’ indicators: almost everything companies measure today are ‘lagging’ indicators. They count how many people have had an incident. Severity and frequency are the key KPIs reported. However, managing based on ‘lagging’ indicators is like driving a car whilst only looking in the rear-view mirror.
From compliance to behaviour. If you cannot see behaviour, you cannot change it. So the question is simple: how do we make behaviour visible and measurable before anyone makes a mistake?

View an example of an existing report

> 4 years of multiplayer.
> 25,000 participants.

WHAT SETS US APART

Our multi-player training sessions are not just individual exercises behind a screen. In our multi-player sessions, colleagues find themselves together in the same virtual situation, facing the same time pressures and the same interpersonal dynamics as in the workplace. And then exactly what happens on site happens here too.

What we see there

Who spots a colleague’s mistake, and who speaks up about it.
Who takes the lead as soon as things go wrong, and who waits for someone else to decide.
Whether a team halts work when in doubt, or carries on anyway because the rest are carrying on.
Where communication breaks down the moment the pressure mounts.
How quickly participants detect hazards
Who scans the entire surroundings or just looks straight ahead
Who moves into hazardous areas without realising it

That is behaviour. No survey in the world can capture this, because people describe themselves differently from how they actually act.

We have this foundation because we opted for multiplayer in our own software right from the start. An individual VR training session shows what one person knows. Our multiplayer sessions show what a team does. Four years, tens of thousands of participants, dozens of sectors, and fully anonymised.

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The next step: from observation to measurement

IN DEVELOPMENT, EXPECTED 2027

So we’re not starting from scratch. The situations are there, the participants are there, the observations are there. What’s missing is the interpretation: which of all those observable moments really say something about safety behaviour, and how do you translate that into figures that senior management can use to steer the organisation without judging anyone individually?

What we’re working towards

- Converting the behavioural moments from the multiplayer sessions into a limited number of robust indicators.

- Comparing those indicators with your knowledge scores, so that the gap between knowing and doing becomes visible.

- Tracking trends over several years, by site and by team.

- Compare your results against four years’ worth of anonymised session data – in other words, against the reality of hundreds of other teams.

- Show your management how your safety budget is changing behaviour, rather than just the number of training hours.

We will only know which indicators stand the test of time and which do not once we have tested them with real companies. Hence the pilot programme.

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Five companies are taking part

We bring four years of observation and tens of thousands of participants to the table. You bring the reality of your own workplace. Together, we’ll build the measurement framework from there. Five companies, no more – otherwise it becomes a customer panel rather than a development programme.

What you get

The knowledge report on your current programmes, starting now.
A one-hour working session four times a year, during which you help decide what we build.
First access to the behavioural assessment, as soon as it’s up and running.
Your figures compared against four years of anonymised session data.
A preferential rate that we’ll agree upon at launch.

What we ask

At least 250 employees, so that the figures are meaningful.
One dedicated contact person who sets aside time for this.
Permission to use your anonymised figures for the sector benchmark.
Honest feedback, even when something isn’t working.
Willingness to act as a reference once the results are available.

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Who the pilot programme is aimed at

Organisations with 250 or more employees, preferably with multiple departments or branches, teams or shifts.
Health and safety managers who need to demonstrate to their management the value delivered by the health and safety budget.
Management teams wishing to embed health and safety within their ESG and CSDDD reporting.
When this isn’t the right choice
If you’re looking for training for a single team, you’re better off with our ACADEMY (targeted training courses) or LIVE (Safety Days). If you have fewer than 250 employees, the knowledge report will of course remain available after your programme, but the pilot programme isn’t the right option for you.

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What we do measure, and what we do not (!) measure

We measure at a group level. No individual scores are shared with HR, no personal appraisals, and no employee rankings.
Your figures remain confidential. For the sector benchmark, we use only anonymised and aggregated data.
The four-year history against which we make comparisons is also anonymised and cannot be traced back to individuals or companies.
Your works council or trade union representatives can review the methodology in advance. We provide a standard memorandum for this purpose.

Five seats

We’ll close the group as soon as it’s full. After that, Pulse will simply be a product you buy, with no say in what it becomes.

Would you rather find out where you stand today? Then take the safety culture scan.

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FAQ

Can I buy Pulse today?

No. What you’ll receive today is the assessment report following your programme, with recommendations for your training plan. We’re developing the behavioural assessment in collaboration with the five pilot companies.

Are you starting from scratch with this?

No. We’ve been running multiplayer sessions with tens of thousands of participants for four years now. This behaviour is evident in those sessions, and our trainers see it every week. What we don’t yet have is a reliable way of measuring and reporting it. That’s what we’re building now.

What are you comparing our figures to?

With four years’ worth of anonymised session data from dozens of sectors. That basis for comparison already exists, so you’ll have context from your very first measurement, rather than having to wait three years.

Why only five places?

Because we sit down with each company four times a year and really want to act on the results. With ten companies, that becomes a survey rather than a development programme.

Why at least 250 staff members?

Below that threshold, the figures for each theme and each group become too small to draw any conclusions from them. In that case, you’re measuring noise rather than a pattern.

When will the behavioural assessment take place?

We’re aiming for 2027. We’re deliberately not specifying a month, as we won’t launch until it’s working at the pilot companies.

How much does it cost?

The rate has not yet been finalised. Pilot companies will be offered a preferential rate, which we will set at the time of launch.

Do I need to be an existing customer?

It’s not essential, but we prefer to work with organisations that undertake at least one programme with us. Without session dates, there’s nothing to measure.