We help you act to reduce pressure, without ever knowing who is under it
The organizational dashboard answers four questions your engagement survey cannot: where strain is concentrated, whether it is moving, which parts of the organization are heading toward turnover, and whether the thing you changed last quarter did anything.
Without seeing any individual’s information. Your staff gets total privacy and confidentiality. You get what you need to manage the business better.
What a quarterly view looks like
Sample layout using invented figures, shown to explain the shape of the reporting. Every cohort below is protected by a minimum group size of thirty (30); anything smaller is not reported at all. Thirty was chosen to preserve anonymity.
Organizational strain, Q3
Industry benchmark, 47
Status is labelled as well as coloured, so it reads without colour.
Five things you get that a survey does not give you
Sentiment against a benchmark
Knowing your strain index is 54 means little on its own. Knowing it is 54 against an industry benchmark of 47, and that it was 48 last quarter, is a decision. Benchmarks put your number in a context you can act on.
Turnover signal before the resignation
Gallup found 52% of voluntary leavers believed their departure was preventable. Cohort-level strain trends give you a window in which prevention is still possible, rather than an exit interview that explains it afterward.
Spend correlated to outcome
Line up what you spend on health and wellness against what moves in the strain index and in retention. This is what turns a benefits line into a managed investment rather than a renewal you sign because you signed it last year.
Composition insight for hiring
Aggregate patterns in how teams communicate, handle conflict and process pressure inform how you build them. Useful when you are staffing a high-pressure function and want to know what that team currently lacks.
Training you can deliver and then measure
Push custom content to the population, then watch whether the cohort it was aimed at moves. Most workplace training ends at a completion rate; this ends at a trend line.
The SPARKS Strain Index
A cohort-level stress measure built for insurers and reinsurers, usable in underwriting and pricing decisions. Group-level throughout, with no individual record ever exposed.
The trade you are making
A dashboard that named individuals would be more precise and much less accurate, because the moment employees believe their employer can see their answers, the answers change. Suppressing small cohorts and stripping identity is not a limitation bolted on afterward; it is the mechanism that makes the aggregate worth reading.
The practical version: you will never be able to ask this system who is struggling. You will be able to see that a function of sixty people has been climbing for two quarters while the rest of the business has not, which is the actionable version of the same fact.
Reporting cadence
- Live: participation and adoption
- Monthly: aggregate strain index and movement
- Quarterly: full cohort view, benchmark comparison, program attribution
- On demand: before-and-after view around a specific intervention
See the real thing
We will walk you through a live dashboard and show you which questions it answers and which it refuses to.
Sources
- Gallup, This Fixable Problem Costs U.S. Businesses $1 Trillion, 2019.
Dashboard figures on this page are an illustrative sample created to show the format of the reporting. They are not customer data and are not a performance claim.