ManaSmurti for Teams
Your best performer has not slept properly in three weeks. You would never know.
The people who seem fine are often the ones carrying the most. Give them a private place to talk things through, and give yourself a cohort-level view of where things are heavy, before the quiet resignation arrives on a Monday morning.
Why traditional wellness programmes fall short
You already pay for an EAP helpline. Nobody on your team calls it. Corporate wellness in India sits on single-digit adoption, not because your people do not need it, but because they do not actually believe it is private. They have heard the word confidential before. They did not buy it then either.
The cost shows up anyway. Deadlines, a difficult manager, a father in hospital, a home loan EMI going up. None of these are clinical conditions. All of them quietly chip away at focus, decisions, and how long a person stays. The World Health Organization has published research showing that every rupee spent on real mental health support at work tends to come back several times over, through lower absenteeism and people who decide to stay.
ManaSmurti for Teams is built around one load-bearing idea. We are paid by you. We are not loyal to you. The product is designed so your people can actually trust it, which is the only reason they will actually use it.
What makes it different
Not another wellness checkbox. Something people will actually open on a Thursday evening.
Open at 2 am
The difficult thoughts do not wait for office hours. Before a tense meeting, on a quiet Sunday night, during a train ride home. Your people can open ManaSmurti and just start talking.
Paid by you, not loyal to you
Your company pays for the seats. That does not mean your company gets to watch your people. We built the product so you cannot see who said what, ever, even if you ask us nicely. That is why your people will actually use it.
A conversation, not a consultation
ManaSmurti is not a therapist. It does not diagnose, it does not prescribe. It sits with a person, asks the right kind of question, and helps them hear their own thinking. For the hard weeks, that is often enough.
One link, nothing to install
Pin it in Slack, drop it in your onboarding email, share it on your intranet. No app stores, no training deck. A person with something on their mind clicks through and they are talking.
Paid by you, not loyal to you
Your HR team sees enough to act at the team and cohort level. Nothing that could identify a single person, at any layer, for any reason. We built the privacy wall first and the dashboard around it, in that order.
Wellbeing pulse by group, never by person
A read of how teams, functions, manager groups, and new joiners are doing, in the aggregate. Groups of at least five employees only. Anything smaller shows 'not enough data yet' instead of a number, because privacy is a feature, not a bug.
Aggregate completion for anything you assign
Run a POSH refresher, a stress-management module, a new-joiner check-in. You see the completion rate for the group, never who finished and who did not. No chasing people one by one. If the rate is low, the signal is at the team level.
Every query you run is logged
Every time someone on your HR team looks at a cohort, it goes into an immutable audit log. Employees can ask how often their group has been looked at. Nothing about HR is hidden from the people HR is supposed to be taking care of.
Invite by email domain, seat management for billing
Your people register from an invite sent to their corporate email. You can offboard when someone leaves. This is for billing and administration, never for reporting on how someone is coping.
How small groups work
Every signal we show HR is calculated on a group of at least five employees. If your Marketing team in Bangalore has four people, the dashboard shows "not enough data yet", not a number. That is on purpose. In a group of four, a single signal can be traced back to a single person just by elimination. In a group of five, it cannot.
This is called k-anonymity, and it is a hard rule in the database, not a setting in the UI. You cannot turn it off, we cannot turn it off for you, and no paid tier unlocks it. It is the single most important technical guarantee in the product.
The practical effect for you: if your company is small, parts of the dashboard will quietly say "not enough data yet" a lot. That is the product working correctly. If your organisation is smaller than about twenty-five people, you may find that most of the dashboard is empty, and the value for you is really in your people having a private companion, not in the cohort analytics. That is fine too, and we will tell you so up front.
Questions HR usually asks
What exactly can our HR team see about an individual employee?
Nothing about any individual. Not the messages, not the usage frequency, not whether they have logged in yet, not the outcome of any assigned module. HR only ever sees aggregate cohort signals for groups of five or more employees, and a log of their own queries. If a single employee is the only one in a cohort of four, no signal shows at all.
What if we really need to know which employees are struggling?
You do not need to know. If a specific team's pulse is trending heavy, that is your signal to check in with the team, not with any one person. If someone on your team is genuinely in trouble, the right thing is for them to reach out to a human, not for HR to be told on them by an app. ManaSmurti points people to real options when they need real help, and some of those options do not go through you on purpose.
What happens to our employees' data if we stop paying?
When a contract ends, your HR dashboard goes dark the same day. Your employees keep their accounts for ninety more days so they can finish anything in progress and export their own conversation history if they want to keep it. After that, their accounts are deleted. None of their data goes back to you. Not a summary, not a count, not a name. The data belongs to them.
Can our employees contact ManaSmurti directly if something goes wrong?
Yes. Every employee on a ManaSmurti for Teams account can reach us through a channel that does not go through your HR team at all. Anonymous by default. We never tell the employer that an employee sent us feedback, or what it said. This is how we find out when the product fails someone, and it is also how employees know we are not your analytics department.
What does the product do about workplace harassment?
When a conversation surfaces workplace harassment or coercion, ManaSmurti surfaces two kinds of options side by side. If your HR team has given us a list of internal escalation contacts, we show those. We also always show external options, including the Women in Distress helpline, women's police, Sakhi One Stop Centres, and the National Commission for Women. Both paths, every time, so your employee is never funnelled into a single channel that might be the wrong one.
Let us talk about your team
Tell us a little about your company and what you are trying to solve. We reply in a day or two, by a real person on our side.
If someone needs help right now
You do not need an account for this. Our resources page lists curated Indian helplines for mental health, workplace harassment, domestic violence, and more. Free to use, always. Share it with anyone.