Steps walked and pounds lost say little about a workplace. We measure the conditions and behaviors that shape wellbeing: whether people recover, whether managers check in, whether people plan to stay. Gallup’s 2026 State of the Global Workplace report found manager engagement fell from 27% to 22% in 2025, so manager practice sits on every scorecard we build.
Indicators we track
Six indicators, chosen with you, from a short pulse and data you already hold.
Participation
Who attends, by site, shift and team, so no group is quietly left out.
Manager practices
How often people report a useful check-in, recognition or workload conversation with their manager.
Recovery signals
Self-reported breaks, protected evenings and leave used, plus overtime trends from payroll.
Intent to stay
One pulse question, asked the same way each quarter, about plans for the year ahead.
Sick days
Absence trends from your HR system, aggregated by team and never by person.
Pulse scores
Five to eight questions each quarter on workload, support, recovery and connection.
Privacy first
We report in aggregate only, and never on a group smaller than ten people. When a team is smaller, its answers are folded into the department above it.
No individual health data reaches your company, from us or from any tool we use: no wearables, no biometric screening, no tracking. The Weigh-In Wellbeing Diagnostic works the same way, and employees are told exactly what is collected before they answer.
Leading and lagging indicators
Leading indicators move in weeks; lagging ones take a year to read honestly.
| Indicator | Type | Source | How often |
|---|---|---|---|
| Session participation | Leading | Attendance records | Every round |
| Manager check-ins | Leading | Pulse question | Quarterly |
| Breaks and leave used | Leading | Pulse and HR data | Quarterly |
| Pulse scores | Leading | Short survey | Quarterly |
| Intent to stay | Leading | Pulse question | Quarterly |
| Sick days | Lagging | HR system | Quarterly, compared year on year |
| Voluntary turnover | Lagging | HR system | Twice a year |
| Internal moves and promotions | Lagging | HR system | Yearly |
Where ROI fits
Finance will ask for a return, and it is a fair question. The wellness ROI calculator builds an estimate from your own headcount, salary, turnover and absence figures, with no assumptions about our results.
Money is only part of the answer. Our article on wellness program ROI vs. VOI covers the value that never shows up in a payroll report.
Your quarterly review
Ninety minutes with your leadership team, four times a year.
Read the numbers
A two-page scorecard arrives a week ahead: each indicator, its trend and what changed.
Hear the floor
Themes from listening sessions and open comments, anonymized and grouped by condition.
Decide what stays
Keep what works, drop what does not, and name an owner for each change.
Set the next round
Agree the priorities, dates and measures for the quarter ahead.
Agree your scorecard first
On a discovery call we will sketch which indicators fit your data and your goals.