The KPI most organisations don’t have

Every organisation measures what matters. They track money, customers, and operations, and can usually tell at any moment how the business is performing.

But there is one area most organisations still manage blind: how their people actually feel.
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The gap no one owns

Most organisations already measure the outcomes of people problems.
They track absence.
They track turnover.
They track recruitment and training costs.

 
They track productivity and service quality.

These numbers matter. But they all arrive after something has already gone wrong.

By the time absence rises or resignations appear, pressure has been building for months. Capability has already been lost. Costs are already locked in.

The gap isn’t effort or intent. It’s timing.

A simple question with an expensive answer

There is one basic question most leadership teams struggle to answer clearly:

How do our people feel right now, out of 100, and why?

Instead of a clear answer, organisations rely on:

  • annual or biannual surveys

  • anecdote and assumption

  • lagging indicators that explain the past

This creates a blind spot where people pressure builds quietly, only becoming visible once it turns into disruption, cost, or risk.

In today’s environment, not knowing early isn’t neutral. It’s a management risk.
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Why this matters commercially

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

  • disengagement

  • conflict

  • absence

  • attrition

  • performance issues

When leaders can only see the outcome, they’re forced to react late, under pressure, and at higher cost.

Earlier visibility doesn’t guarantee perfect outcomes. But it does reduce avoidable ones.

That’s where most people cost lives.
What’s missing isn’t another tool

Most organisations don’t lack data about their people. They lack a simple, shared signal that leaders can:

  • understand instantly

  • revisit regularly

  • compare over time

  • talk about without translation

Engagement surveys are episodic. Dashboards are complex. Reports explain what already happened.

What’s missing is a KPI.
Find out more about EHS

Why a KPI changes behaviour

KPIs work because they behave in a certain way.

They are:
teamwork, accountability, responsibility, project, outcome
Simple
justice, accountability, fairness, ethics, law
Numeric
badge, recognition, accountability, honor, achievement
Repeatable
assign, task, responsibility, accountability, job
Visible

They create a shared reference point. They travel easily into leadership conversations. They get revisited without prompting.

Most importantly, once something is measured and visible, it starts to get managed, even without enforcement.

That’s why organisations manage cash, customers, and operations differently once they have a number.

People sentiment has never had one.

What Our Customers Say

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John Smith
Director of Marketing
★★★★★
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John Smith
Director of Marketing
★★★★★
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John Smith
Director of Marketing
★★★★★
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John Smith
Director of Marketing
★★★★★
Cupping chicharrones hexagon vaporware. Helvetica beard taiyaki, DIY drinking vinegar PBR&B tonx vape godard tofu. Meggings echo park taxidermy big mood asymmetrical next level.
John Smith
Director of Marketing
★★★★★

Why now...

The operating environment has changed. The cost of not knowing how people feel has increased.

Work is more distributed and less observable.

People issues surface faster and escalate publicly sooner.

Absence, churn, and recruitment costs continue to rise.

Boards tolerate fewer surprises and less reactive explanation.

Most people metrics still look backwards.

The gap between reality and visibility is widening, and getting more expensive.

What this changes

When organisations introduce a clear, shared measure of how people feel:

  • pressure becomes visible earlier

  • conversations move from anecdote to fact

  • leaders see patterns instead of reacting to noise

  • avoidable people cost reduces over time

Not because behaviour is forced, but because visibility changes what leaders pay attention to.

EHS isn’t about being kinder. It’s about managing better.

Every cost you hate in employment is preceded by how people feel. Most organisations simply find out too late.

The missing KPI makes that feeling visible -early enough to manage, and early enough to save money.
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See the missing KPI in your organisation

It takes minutes to set up and gives you immediate visibility into how your people feel.

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