Workplace wellbeing
Start by deciding what you want to change before you measure anything. Examples might be fewer people feeling overloaded, better use of annual leave, or more people saying they could talk to their manager. Pick two or three outcomes and measure them the same way, at the same time of year, so you can see a trend and not just a snapshot.
Good measures are usually simple and anonymous: a short pulse survey with a few questions, absence trends at team level, annual leave taken, and how many people say they would recommend working there. Take-up of the programme counts too, but only as one signal, because a high sign-up number does not show that anyone felt better. For context, the HSE reports that work-related stress, depression or anxiety cost 22.1 million working days in Great Britain in 2024/25, so even small improvements can matter.
Protect privacy as you measure. Report only aggregated results, set a minimum group size so no one can be singled out, and never use individual wellbeing data in performance or pay decisions. Share what you find with staff and what you will do about it, because people only keep answering surveys when they see something change.
365ALIVE's Days Alive counts the days a person showed up for their life, which measures meaningful engagement and not productivity. For workplaces, we are designing anonymous group-level reporting only. If you would like to help shape what an employer sees, email hello@365alive.uk.
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