2 min read
Why consistency matters more than a perfect score
When organisations start measuring how their people feel about working there, the first instinct is to focus on the number. What is our score? Is it...
Leadership Decision-Making
2 min read
How the EHS benchmark works and why your sector matters
Most workplace scores tell you how your organisation is doing. A benchmark tells you how your organisation is doing compared to others. The two...
2 min read
From signal to action - what to do with your EHS data next
Measuring how your people feel about working at your organisation is the first step. Using what you learn to manage better is the second - and it is...
2 min read
What the highest-scoring organisations in their sector do differently
What separates the organisations where people consistently score high for how it feels to work there from the ones that plateau? It is rarely a grand...
1 min read
Why the organisations that act earliest measure the most regularly
It is tempting to attribute early action on people issues to good instincts, strong culture, or exceptional leadership. Those things matter. But the...
1 min read
Why a clear signal matters more than data
The instinctive response to uncertainty about how people feel at work is to gather more information. More questions, more sources, more data points....
1 min read
Why continuous measurement beats the annual snapshot
The annual snapshot has one fundamental limitation: it captures a single moment in a constantly moving picture. By the time it has been collected,...
1 min read
What high-performing organisations notice before problems surface
High-performing organisations do not have fewer problems than others. They have earlier warning of them. That distinction matters more than it might...
2 min read
The KPI your board is not tracking (but should be)
Most boards are good at tracking what has already happened. Revenue, margin, attrition, customer retention - these are the numbers that get airtime...
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2 min read
Why asking once a year is already too late
Most organisations are not ignoring how their people feel about work. They are just finding out too late to do anything useful about it.