For managers who care about getting it right

You manage a team. How well do you really know the people in it?

Nobody gives you a manual for the particular people you manage. AskECHO does. Understand your people, understand your team, hear how it's going and know what to do next. All in one place, whenever you need it.

Free for 30 days. No card, no scores, no labels, no consultants.

You'll know these

Sunday, 9pm

Tomorrow you've got a conversation with Sam you've been putting off for a fortnight. You know roughly what to say. You've no idea how Sam will hear it.

Week three

The new starter was bright and chatty at interview. Since Tuesday they've gone quiet. Is that them settling in, or something you should be worried about?

The rota

Two of your best people disagree about how the rota should work, and each thinks the other is being difficult. You think they're both right, which doesn't help.

Nobody gives you a manual for the particular people you manage. AskECHO does.

Understand your people

A working guide for every person on your team.

Each person answers six honest questions about how they naturally work. Two minutes. You get a plain-English guide to each of them: what energises them, what drains them, where you'll click and where you'll need to bridge. Written about the actual person, not a type.

TV
Tom V
Operations
✓Lean in: Tom thinks before he speaks. Send the agenda the day before and he'll arrive with the best question in the room.
⚠Watch for: He won't push into a fast conversation. If you fill the silence, you'll never hear what he was about to say.
Shared ground Trust easily Bridge the pace Watch the energy

Understand your team

Briefing notes on how your team works together.

AskECHO reads the whole team at once: where you're naturally aligned, where you'll need to bridge, who's likely to clash and why. It rewrites itself as people join and leave, so it's never a snapshot of a team that no longer exists.

Team briefing notes
↗
Lean into
Four of your six are "thinks first". Put the hard question in the agenda, not in the room, and the room gets better.
⚠
Watch for
You and Marie both "talk it through". Between you, you can close a conversation before Tom and Lucy have opened it.
◉
How they see you
Quick, visible, decisive. Which is reassuring most days and slightly alarming on the days they wanted to be asked.

Then just ask

Ask anything about your team, in plain English.

Two people not getting on? Someone gone quiet? A difficult conversation on Thursday? AskECHO answers from your actual people, not a generic management model. It's there at nine on a Sunday night, not just when the next training course comes round.

How should I give Sam some difficult feedback about the client report?
AskECHO
Sam "waits for the right moment" and "thinks first", so the feedback will land far better in a planned one-to-one than in passing. Lead with what was good about the report (there's plenty), name the one thing you need changed, and then stop talking. Sam will fill the silence with a better plan than you'd have suggested. Avoid doing it on a Friday afternoon: Sam's "reflects over time" pattern means it'll sit with them all weekend.
"Who's at risk of burnout this week?" "Help me plan Monday's meeting."

Hear how it's going

A seven-question check-in your team will actually answer.

Team Reflection is anonymous, takes under a minute, and you can run it whenever you want to. You get the picture back in words, not scores, with what's changed since last time. No annual survey. No waiting for head office to tell you what your own team thinks.

Team reflection · 6 of 7 responded
Strongest
Manager support · Team · Recognition
Mixed
Voice · Growth
Worth a look
Workload sustainability

Since June: recognition has moved up. Workload is the conversation to have.

“I've run teams for twenty years and I still learned something about the people in my own office in the first week. The bit I use most is asking it how to run a meeting so the quiet ones get heard.”

Rak Patel, Managing Director, Exsportise