For organizations
Your people problems show up in the numbers the year after they start happening
Half the people who quit say you could have kept them. We help you see which teams are under sustained stress months before anyone resigns.
By the time attrition, sick days and a disengaged team appear in some year or even quarter in review report, the pattern that caused them has been running for months, damaging your organization. SPARKS is built to surface that pattern so you can help while it is still small, and to prove what your wellness spending is actually doing.
We help you keep the people you were going to lose, months before anyone resigns.
How we help
What an organization gets out of this, stated plainly
We help organizations reduce preventable turnover by showing them where strain is building while it is still small enough to fix with a conversation.
The size of the problem
What disengagement and untreated stress cost, before anyone files a claim
None of these are SPARKS numbers. They are the published baseline every employer is already paying into.
Lost to low engagement worldwide in a single year, roughly 9% of global GDP.
Gallup, State of the Global Workplace 2026
Working days lost every year to depression and anxiety, about US$1 trillion in lost productivity.
World Health Organization, 2024
Annual salary, the cost of replacing one employee. 52% of leavers say it was preventable.
Gallup, 2019
Estimated annual cost of poor communication to US businesses, about $12,506 per employee.
Grammarly and The Harris Poll, 2023
Why the current stack misses it
You are not short of wellness spending. You are short of signal.
Most organizations already run an EAP, a benefits plan, an engagement survey and a handful of workshops. The gap is not effort; it is that none of those instruments tell you what is happening between the moment a person starts struggling and the moment it becomes expensive.
- Engagement surveys are a rear-view mirror. They arrive quarterly or annually, ask people to self-report in a channel they know their employer controls, and describe a mood rather than a mechanism.
- EAPs only measure the people who call. Research published in the Journal of Insurance Regulation found roughly 47% of employers reporting utilization between 2.1% and 8%, with only 19% above 8%. The other nine in ten are invisible to you.
- Crisis support arrives after the cost is booked. Deloitte’s UK analysis found the largest single component of the £51 billion employers lose to poor mental health is presenteeism, people at work but not functioning, not absence.
- Nobody can attribute the spend. When renewal comes, the honest answer to “what did this program change?” is usually a utilization report and a satisfaction score.
Managing a crisis without understanding its cause is like fixing a warning light without fixing what triggered it.
SPARKS exists for the part of the curve before the warning light.
Early beats in-depth
Deloitte found that a higher return on investment is achieved by early interventions, such as organisation-wide culture change and education, than by the more in-depth support a person needs later once they are already struggling.
Gallup’s long-running research puts at least 70% of the variance in team engagement down to the manager. Improving how a few hundred people read and write to each other is not a soft intervention; it is the highest-leverage one available.
Why organizations choose SPARKS
Four reasons this earns a line in the budget
Validated assessments across personality, relationships, mind, well-being and workplace dimensions build a picture of how your people actually process pressure. Aggregated, that becomes an early read on which parts of the organization are heading somewhere costly, months before turnover or claims confirm it.
You can finally answer the renewal question. Track sentiment against industry benchmarks, watch the trend after you change something, and correlate what you spend on health and wellness with what you get back in retention and productivity.
Individual results are never shared with the employer. Organizational reporting is protected by k‑anonymity with a minimum cohort of thirty. That is not a compliance footnote; it is the reason people answer honestly, which is the reason the data is worth having.
The Communications Coach sits in the inbox and on the phone keyboard, so the coaching lands in the ten seconds before someone sends the message that starts a two-week conflict. Skill-building, not another portal nobody logs into.
Explore the section
Go deeper
The business case
The four line items SPARKS is designed to move, the published evidence on return, and a calculator you can run with your own headcount and salary numbers.
What you see
The organizational dashboard: sentiment against benchmarks, turnover risk signals, cohort hot spots, program effectiveness and the SPARKS Strain Index.
What you never see
The privacy architecture, in employer language. What k‑anonymity means in practice, what an admin can and cannot request, and why the limits are the point.
Getting started
What rollout looks like week by week, how SPARKS sits alongside your existing EAP and benefits, and how little administrative work it adds.
Who this is for
Three people usually sit in this meeting
You need to know where the pressure is building and whether last quarter’s intervention worked, without asking employees to disclose to their employer.
You are asked to renew a benefits line with no attribution. SPARKS gives you a measurable link between what you spend on health and wellness and what it returns.
Cohort-level stress measurement through the portfolio view of the SPARKS Strain Index supports underwriting and pricing decisions without touching individual records.
Cohorts, never people
- A strain index for each cohort of thirty people or more
- Movement over time, against your own history and your industry
- Which functions sit above the action threshold
- Whether an intervention moved anything
Nothing that resolves to a person
- Individual assessment results, journal entries or coaching activity
- Who has used SPARKS, and who has not
- Any cohort smaller than thirty people, in any view, at any time
- Any figure that repeated or recombined queries could narrow toward one person
Next step
Start with the numbers you already have
Bring your headcount, your attrition rate and your current wellness spend. We will show you what SPARKS would report on in the first quarter, and what it will never report on.
Sources
- Gallup, State of the Global Workplace: 2026 Report, April 2026.
- World Health Organization, Mental health at work fact sheet, 2 September 2024.
- Gallup, This Fixable Problem Costs U.S. Businesses $1 Trillion, 2019.
- Grammarly and The Harris Poll, The State of Business Communication, February 2023.
- C. D. Brooks and J. Ling, “An Evaluation of the Utilization of Employee Assistance Programs,” Journal of Insurance Regulation, vol. 39, no. 8, NAIC, 2020.
- Deloitte UK, Poor mental health costs UK employers £51 billion a year, 17 May 2024.
- R. Beck and J. Harter, Managers Account for 70% of Variance in Employee Engagement, Gallup, 2015.