KTH Employee Pulse 18 november 2025

*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 November survey is 66, which is slightly lower than the previous period but still aligned with KTH’s historical results. The measurement indicates a stable work situation where several key strengths remain intact, while certain development areas continue to persist over time. 

Employees particularly highlight enthusiasm – “We have a positive working climate at our workplace” (72) – and inclusion – “I feel a sense of belonging at the workplace” (72). These scores are stable over time and rank among the highest in the survey. Clarity in responsibilities (70) and autonomy (69) also continue to receive positive ratings, indicating that many employees experience clear mandates and a well-functioning division of responsibilities. 

At the same time, workload (56) and work–life balance (59) remain the lowest-rated areas, both showing small declines since the previous measurement. Appreciation (64) and individual development plans (57) also rank in the lower range, despite high scores for being offered development discussions. This may suggest that employees are seeking more concrete follow-up and clearer long-term development pathways. 

In summary, the results depict a work environment with strong social and organisational foundations – but also recurring challenges related to workload, recovery, and long-term individual development. 

Theme area: Systematic work environment management

The focus area for November shows consistently strong results. Workplace meetings (APT) are conducted regularly (89), and awareness of the occupational health service is very high (93). Confidence in KTH’s handling of reported risks and incidents is also strong (82). These figures demonstrate that the foundation for a structured and well-functioning systematic work environment management process is well established and widely understood across the organisation. 

At the same time, there are indications that some parts of the work environment processes are not fully perceived as implemented in practice. The results for individual development plans (57) and the continued concerns around workload and balance suggest that follow-up, feedback, and the practical application of processes could be strengthened. A more consistent use of development plans, alongside ongoing dialogue about reasonable workload levels, may help connect the structural aspects of work environment management to employees’ daily experiences. 

Overall, the results indicate that KTH has strong and clear structures for systematic work environment management, but that further work is needed to ensure these structures translate into concrete experiences of support, sustainability, and long-term development in everyday work.