Engagement tells you the temperature today. Climate tells you whether you are in a heatwave, a drought, or a slow warming trend. The first is a snapshot. The second is the system underneath.
A free discovery meeting to talk weather and climate for your company.
Thanks, we've got your request and the MEURAKI team will reach out shortly to book your Climate Readiness Snapshot.
is the layer underneath your existing HR stack. It turns how your people show up into the read of your workforce climate that no survey can deliver. Anonymised. Real time. Built for the boardroom.
Engagement is the weather.
Human Climate is the system underneath.
A snapshot of how things felt the day people answered. Easily distorted, quickly stale. The score does not tell you what to do next, or which teams need attention before the next survey cycle.
The underlying conditions that produce engagement: support, connection, capacity. Doesn't flip in a week, but shapes every result you measure, from retention to revenue.
Human Climate is not a new idea.
It is a 60-year-old field of research, made operational.
60 years of organisational climate research, from Halpin & Croft (1962) through Litwin & Stringer (1968), Schneider (1975), Gallup, and Aggity (2024), converges on the same finding: climate is the system underneath, and individual interventions alone cannot move it.
MEURAKI brings that lineage into a continuous, behavioural, privacy-first instrument, instead of leaving it inside annual surveys.
"Individual-focused interventions like counselling and wellness programmes alone fail to make a significant impact on overall mental well-being."
Oxford University, 2024 · n = 46,000 employees · The Straits Times, February 2025
Fragmented programmes.
No instrument for the climate underneath.
Most workforce wellbeing budgets are spent on fragments. Each fragment looks reasonable in isolation. Together they fail to compound, because nothing connects them and nothing measures the climate they sit inside.
| What organisations have today | Why it does not move the needle |
|---|---|
| EAP hotlines | In Singapore, less than 5% of employees with access actually use them, against an ASEAN average of 47%. Used in crisis only, not preventive. |
| One-off talks and webinars | Forgotten within days. No follow-through, no behaviour change. |
| Fitness or meditation subscriptions | Only the already-motivated use them. The people who need them most never open the app. |
| Wellness days and fairs | One-day spike, then flatline. No compounding effect. |
| Scattered perks and vouchers | Seen as nice-to-have, not infrastructure. Hard to defend in a budget review. |
Globally, the 2026 Accenture Talent Reinventors study (n=1,320 C-suite and 4,560 workers across 12 countries) found that only 18% of organisations balance AI investment with a people-first strategy. The 18% that do outperform engagement-only organisations on every workforce outcome that matters.
Accenture Talent Reinventors, March 2026.
Three things, in plain language.
Built for HR leaders who do not have time for another dashboard to learn, and CFOs who want to see what they are paying for.
A clear written read of where your teams stand today: persona mix, capacity signals, connection signals, and the three actions worth taking next. Built from how your people show up, not from what they say in a survey.
Trend Operations is heating up. Pattern Eight people drifting toward fatigue. Action Skip-level conversations in the next 14 days.
Monthly, quarterly, or aligned to your engagement cycle. See drift over time. Spot teams that are heating up before they show up in retention numbers. Aggregated by team, never by individual.
Trend Climate up +4° since January. Pattern Ops capacity cooling three reads straight. Next Re-check before the July engagement cycle.
What is compounding, what is deteriorating, where the leverage is. Ready for your CEO and your CFO. Built from behavioural patterns observed in your workforce, not from opinion polls.
Protecting Ops capacity now defends ~S$1.2M in projected attrition cost this year.
Built from participation, not surveys. Aggregated by architecture, not policy.
The signal layer
Swap tedious questionnaires for curated experiences employees actually enjoy. MEURAKI identifies patterns across participation and turns them into a real-time read of your workforce climate.
Privacy by architecture
We never identify individuals. K-anonymity at the schema layer, not the policy layer. Aggregate-only outputs. PDPA-compliant by design. Architecture, not policy.
- Adds to your stack, doesn't replace it. Sits alongside your HRIS, engagement survey, and learning platform.
- SSO and SCIM supported. CSV onboarding as fallback.
- Setup in weeks. Full rollout under a quarter.
- SG-region data residency. SOC 2 Type 1 in flight Q3 2026. ISO 27001 planned 2027.
Enterprise pricing on request, shaped to scope. Most engagements begin with a Climate Readiness Snapshot.
Intelligence, not surveillance.
We designed MEURAKI so that leaders never have to choose between climate insight and their employees' trust.
No manager ever sees a specific employee's wellness state, persona, or answers. Not now, not as a premium tier, not ever.
Patterns surface only when groups are large enough for individuals to stay anonymous. By design, not a setting you can turn off.
Export, pause, or delete any time. Leaving MEURAKI means their history goes with them.
Your workforce data stays inside MEURAKI. Not monetised, not shared with advertisers, not licensed to model vendors.
Human performance is a business outcome.
Here is the case.
Climate-instrumented organisations are not buying a perk. They are buying durable financial performance, lower turnover, and the right side of where Singapore HR regulation is heading.
Start with what suits you.
A free discovery meeting. We learn where you stand today and demo what a climate read could deliver for you.
Thanks, we've got your request and the MEURAKI team will reach out shortly to book your Climate Readiness Snapshot.