The one people metric most organisations are missing

A simple 0 - 100 score that shows how your people feel, early enough to manage it, and early enough to save money.

Most organisations only see people problems once they show up as absence, churn or falling performance.

EHS helps you see pressure earlier, while there's still time to act.

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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, recruitment spend, productivity slipping, service quality dropping.

The issue isn’t that leaders don’t care. It’s that these numbers arrive after the damage is done.

By the time people problems show up in reports, capability has already been lost and costs are already locked in. Leaders are reacting, not managing.

EHS exists to close that gap.
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If you can’t answer this, you’re managing blind

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

Most can’t answer it with confidence.

Instead, organisations rely on annual surveys, anecdote, and assumptions. They piece together how people feel by watching lagging indicators and hoping nothing breaks in the meantime.

That creates a blind spot where pressure builds quietly, only becoming visible once it turns into absence, churn, or risk. In today’s environment, not knowing early isn’t neutral. It’s a management risk.
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A single number that makes sentiment manageable

EHS (Employee Happiness Score) is a live 0 – 100 KPI that measures how your employees feel, and why.

It gives leaders one shared number they instantly understand, alongside the main reasons behind it. The score updates continuously, so movement is visible over time, not buried in a report.

EHS isn’t a survey programme or a culture initiative. It’s a management signal, designed to sit naturally alongside financial and operational KPIs.

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Minimal for employees. Meaningful for leaders.

Each check-in takes seconds.

For employees, each check-in takes seconds. They select the face that best reflects how they feel and can add a short comment if they want. There are no long surveys, no forms, and nothing different to learn each time. The simplicity is deliberate, it keeps participation high and the signal consistent.

For leaders, EHS provides a clear, shared view of sentiment across the organisation. They can see the current EHS score, how it is moving over time, where it differs between teams or groups, and the main reasons behind those differences. This makes sentiment visible in a way leaders can actually manage.

This turns 'How are people feeling?' 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 shows up emotionally before it becomes:

  • absence

  • attrition

  • disputes

  • poor performance

EHS gives earlier visibility into that pressure.
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.
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One number, not a dashboard

A KPI leaders instantly understand.

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

Emotion moves before behaviour.

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Continuous, not episodic

A live heartbeat, not a yearly snapshot.

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

What gets attention, 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 becomes the bigger risk.

Once leaders can see the number, behaviour changes naturally.

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For organisations that want clarity, not complexity

EHS is designed for organisations that:

  • employ people at scale

  • already feel the cost of absence and churn

  • want clarity, not complexity

  • take leadership responsibility seriously

It’s for leaders who want to walk the talk on 'people matter' - 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. Most organisations just find out too late.

EHS makes that feeling visible, early enough to manage, and early enough to save money.

Find out more about EHS