I can see how this went sideways at a toxic company, but as both a manager and an individual contributor, sharing this metadata with your team _can_ be a health

I can see how this went sideways at a toxic company, but as both a manager and an individual contributor, sharing this metadata with your team _can_ be a healthy outlet, as long as: - the manager and team lead actually take low happiness scores as a call to action to dig into what's going on and try to help address whatever is bringing on stress or sorrow - the score is authentic--people feel safe enough to share grievances - the score is only shared with the core team: HR and higher-ups don't see these (Lord knows what they'd do with it) During stand-ups I'd ask "where's your thumb?" -- people would then either do thumbs-down or thumbs-up, but people quickly switched to analog--pointing their thumb somewhere between 6:30 and 11:30. If people showed a low score, they could discuss it in the standup with the team, or follow-up in their one-on-one meeting that week, in private. (I've done this at four companies--if the criteria can be met, it can really help avoid disconnects, unneeded stress, and esprit de corps).