The reason 37 Questions was set up is the observation that most organisations already know they hire good people. They spend time and money recruiting, interviewing and testing the people they bring into a team. What's harder to see is whether the workplace is letting that potential come through, or quietly asking people to leave parts of themselves at the door.

Workplace engagement, as widely reported, is at drastically low levels around the world. Low engagement means people don't feel the place is really for them, so they do what's needed and little more. Job satisfaction surveys and wellbeing data point to equally low numbers. From our stance on human thriving, and what someone looks like when they're performing at their best, we see this as a gap of missing potential. Most teams don't have the wrong people, or a lack of the skills they need. They're not letting the capacities already there come out.

37 Questions started as a research question inside The Playfulness Lab, a UK non-profit studying playfulness as a resource people draw on to think clearly, adapt, learn and hold steady under pressure, not a mood, and not a personality type. 37 Questions is the commercial, practical version of that research: a short diagnostic that gives individuals and teams a precise, honest read on the gap between capacity and climate.