The one people metric your organisation is missing

A simple 0-100 score that shows how your people really feel, collected in a way they'll actually be honest about.

Most tools tell you what people are willing to say. EHS tells you what they actually feel.

See the pressure building before it becomes a problem.

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You’re already paying the price... just later

Every organisation measures what matters. Revenue. Customers. Operations.

Most also track the cost of unhappy people through absence, turnover, productivity, service quality.

The problem isn't that leaders don't care. It's that these numbers arrive after the damage is done. By then, you're reacting.

EHS exists to close that gap.
You’re already paying the price... just laterJL26
If you can’t answer this, you’re managing blindJL26

If you can’t answer this, you’re managing blind

Ask a leadership team this:
How do our people feel about work, out of 100 and why?

Most can’t answer it.

They rely on annual surveys, anecdote and assumption, piecing together a picture from lagging indicators and hoping nothing breaks in the meantime.

Not knowing early isn't neutral. It's a management risk.

One number. One question. Total clarity.

EHS is a live 0-100 KPI that measures how your people feel about working for you, continuously updated, benchmarked against your sector, broken down by reason.

One number leaders instantly understand. Not buried in a report.

It's a management signal, designed to sit alongside financial and operational KPIs, not replace them.

A single number that makes sentiment manageableJL26
Minimal for employees. Meaningful for leaders.

For employees, each check-in takes seconds, pick a face, add a comment if you want, done. No forms, nothing new to learn. The simplicity is deliberate: it keeps participation high and the signal honest.

For leaders, EHS gives you a clear, shared view of how people feel across the organisation, the current score, how it's moving, where it differs between teams, and the reasons behind it.

This turns 'how are people feeling at work?' into a grounded management conversation, not guesswork.

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Why earlier visibility costs less

People problems don’t start as costs. They start as pressure.
Pressure builds before it becomes:

  • absence

  • attrition

  • disputes

  • poor performance

EHS gives you visibility while there's still time to act.
Earlier visibility means:

  • fewer avoidable resignations

  • fewer long-term absences

  • more stable teams

  • lower recruitment and ramp-up costs

EHS doesn’t promise perfect outcomes.

It shortens the time between cause and visibility, which is where most avoidable cost lives.

Designed to change behaviour, not create reports

Most people tools optimise for data, insight, or analysis. EHS optimises for attention.
badge, recognition, accountability, honor, achievement
One number, not a dashboard

A KPI leaders instantly understand.

teamwork, accountability, responsibility, project, outcome
Measures how people feel at work, not what they say they'll do

Sentiment moves before behaviour does.

assign, task, responsibility, accountability, job
Continuous, not episodic

A live signal, not a yearly snapshot.

goal, focus, accountability, performance, aim
Designed to be managed, not analysed

What gets measured, gets managed.

communication, honesty, accountability, integrity, confirm
Fits into how organisations already work

No programmes, no enforced workflows, no disruption.

justice, accountability, fairness, ethics, law
Makes not knowing the risk

Once EHS exists, not measuring how people feel at work becomes the bigger risk.

Once leaders can see the number, behaviour changes naturally.

For organisations that want clarity, not complexity

  • Feel the cost of absence and churn before they see it coming

  • Want a people KPI that means something, not just another dashboard

  • Take the 'our people matter' commitment seriously enough to back it with data

  • Need a number they can report on, not a programme they have to manage

It’s for leaders who want to walk the talk - without adding noise or theatre.

Once leaders can see the number, behaviour changes naturally.

Every cost you hate in employment is preceded by how people feel about working for you. Most organisations just find out too late.

EHS closes that gap.

Start your free cycle