The one people metric your organisation is missing

A simple 0–100 score that shows how your people feel about working for you — collected in a way they'll actually be honest about.

Most engagement tools tell you what people are willing to say. EHS tells you what they actually feel, because responses are anonymous to your team by default, with no pressure to be identified.

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.
You’re already paying the price... just later
If you can’t answer this, you’re managing blind

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 with confidence.

Instead, organisations rely on annual surveys, anecdote and assumptions. They piece together how people feel about work 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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One number. One question. Total clarity.

 

EHS (Employee Happiness Score) is a live 0–100 KPI that measures how your people feel about working for you — continuously updates, benchmarked against your sector and broken down by the reasons behind the score.

One number leaders instantly understand. Movement 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 alongside financial and operational KPIs, not replace them.



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

For employees, each check-in takes seconds. They pick the face that best matches how they feel about working at your company and can add a short comment if they want. Responses are anonymous to your team by default — no long surveys, no forms, nothing new to learn each time. The simplicity is deliberate. It keeps participation high and the signal honest.

For leaders, EHS provides a clear, shared view of how people feel across the organisation — the current score, how it's moving over time, where it differs between teams or groups and the main reasons behind those differences.

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 at work builds before it becomes:

  • absence

  • attrition

  • disputes

  • poor performance

EHS gives earlier visibility into that pressure, while there's still time to do something about it.
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

How people feel about working for you 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.

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For organisations that want clarity, not complexity

EHS is built for organisations that:

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

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

  • Take the 'our people matter' commitment seriously enough to measure it

  • 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 there. Most organisations just find out too late.

EHS closes that gap.

Start your free cycle