Whole People
Workforce wellbeing
All teams · 180 employees
Org Health Score
Composite of wellbeing, adoption, burnout risk, and eNPS
Org Health trend
Estimated annual savingsest.
£214K
£61K absenteeism
£118K turnover
£35K productivity
Based on Gallup & SHRM benchmarks
14 employees at flight risk (3 critical)est.
~11 weeks projected to first departure · Highest in Sales (6)
Participation
Wellbeing
At risk
Retention
eNPS
After hours
Composite Wellbeing Index
0
/10071% participation (128 of 180)
30-day trend
“Wellbeing is up four points on last month, carried mostly by mood and connection. Sales is the exception and has been for six weeks.”
Energy
Physical and mental capacity, recovery
Mood
Overall emotional wellbeing
Focus
Meaningful work without fragmentation
Connection
Colleague and manager relationships
Wellbeing pillars
Recovery
Rest, PTO, and after-hours habits
Support uptake
Coaching, EAP, and peer support
Connect your EAP provider to report referrals here.
Manager health
Managers are employees too
Burnout risk
Where attention is needed
employees flagged
7.8% of workforce
Highest concentration
Sales
6 employees (19% of team)
Whole engagement
Weekly active rate & daily patterns
weekly active
Engagement by day
M
T
W
T
F
S
S
Team signals
One row per team, sorted by urgency. Suppressed when n < 5.
Wellbeing → outcomes
The relationship between team wellbeing index and eNPS. Each dot is a team (n ≥ 5).
Each dot represents a team. Retention, productivity, and mobility outcomes appear here once those sources are connected.
Recommended actions
Prioritised, specific interventions based on this period's data.
Sales is working 31% of evenings, up from 22% in June
Sales
Operations has the lowest leave uptake in the company
Operations
One-to-one cadence has slipped across three teams
Company-wide
Enterprise outcomes
Wellbeing impact on business performance
Stress load
Share of check-ins reporting high stress.
Energy
Self-reported energy on a 100 scale.
Recovery
Sleep, leave taken and time genuinely off.
Consistency
People completing four or more days a week.
Engagement
Weekly active rate across the organisation.
Estimated return on investment
1.6
fewer sick days
per employee per year
2.4%
productivity uplift
based on wellbeing correlation
3.1%
lower turnover risk
from engagement levels
Estimates based on Gallup, Oxford, and Deloitte workplace wellbeing research. Actual outcomes depend on organisational context.
Operational baseline
Headcount
Retention
eNPS
Avg tenure
Open roles
Time to fill