Howdy itself is not the goal, but a tool to reach our goal. It promotes a better dialogue within our organisation.

For us, Howdy is a way to prevent stress and has given us a common language in which we can talk about wellbeing.

When my colleagues ask me how I got the lowest absence in the entire organisation, I show them how we use Howdy to deal with possible issues up front.

Howdy is an incredible tool that has given us improved wellbeing. We are more focused towards what is good wellbeing, and what is bad wellbeing. We receive numbers that informs us if our wellbeing is dropping. Suddenly something that earlier would have been whispers in the corner, now becomes clear. It becomes easier to ask; "why", and "what can we do to help?" if we e.g. have a drop from one month to the next.

Howdy has been a great instrument in our efforts to put more focus on wellbeing, and it is a very tangible way of articulating whether a person is in the green, yellow or red zone. The conclusion is - we have achieved very good results with Howdy.

It is not our business, how our employees private life is. But employees who are happy and satisfied when they show up for work, provides a better work effort.

Howdy meant that I got some issues resolved, that I was struggling with.

It is new to me to be aware of my wellbeing. It is something I have needed to become aware of. My wellbeing has been declining for the past six months, I have felt (…) Howdy has enhanced my focus on wellbeing and confirmed the feeling I have experienced.

In a pilot project within a part of DSV, we have used Howdy to measure the wellbeing of managers and employees. The result has been that we have had more dialogue about wellbeing, and we have not registered any stress-related sick leave in the departments concerned. We are very happy with that.