KTH Employee Pulse 28th April 2026

*This is an index (0-100), containing the average result of the drivers in Pulse index (the 10 recurring core questions). Higher results indicate that the employees experience a more satisfactory working situation in their day-to-day job.

Core questions

The overall Pulse Index for the April survey is 67, which is on par with the previous period and in line with the stable trend that has characterized KTH's results for a long time. The survey shows continued good conditions in several key work environment areas, while certain challenges remain.

Employees particularly highlight strong values ​​in enthusiasm – “We have a positive work climate” (73) – and inclusion – “I feel a sense of community in the workplace” (72). Autonomy (70) and clarity of responsibilities (71) are also at stable levels, indicating that many experience a clear mandate and structure in their work.

At the same time, workload (59) and work-life balance (62) remain at the lower end of the scale, although the results show some positive development compared to previous measurements. These areas recur over time as areas for development and need continued attention in the dialogue between managers and employees.

Theme: Organization and Leadership (April)

The focus area for April shows a more varied picture, with both strengths and clear areas for development linked to organization and leadership.

A clear strength is the availability of the immediate manager – “My immediate manager/supervisor is available when I need it” (78) – which is a stable and high result. Trust in management at school level (62) also shows a positive development over time. 

At the same time, there are challenges regarding the overall direction of KTH (52), where the result indicates that the clarity of the organization’s direction is perceived as limited. Cooperation between different parts of the organization (57) is also at a relatively low level and points to a need for increased collaboration. 

The result for the experience of being able to express one’s opinions without negative consequences (64) is relatively stable, but shows a slightly negative development compared to the historical average. This may be an important aspect to follow up on in the work with an open and trusting organizational culture. 

Overall, the theme shows that there is a stable foundation in close leadership, while the overall organizational perspective – such as direction, collaboration and participation – continues to need to be strengthened.