Your people are your greatest asset. Do you know how they’re really doing?
The WAIOS™ Wellbeing Measure asks about the specific factors proven to drive burnout, engagement, wellbeing and performance at the same time. So you can prevent burnout and help every person and team perform at their best.
We measure the factors proven to drive burnout, engagement, wellbeing and performance, on every team.
Keep doing what works. Share Maya’s team practices with other teams.
✓Sent to Maya, with a conversation guide
Product · AustinSam’s team · North America
86Thriving
What is driving the score
Workload80
Recovery84
Recognition85
Connection90
Tied to performance
Quarterly goals met: 96%
Recommended next step
Keep doing what works. Share Sam’s team practices with other teams.
✓Sent to Sam, with a conversation guide
Operations · TorontoLuc’s team · North America
76Sustaining
What is driving the score
Workload66
Recovery70
Recognition79
Connection84
Tied to performance
Voluntary turnover steady at 7%
Recommended next step
Rebalance the workload and agree what can wait. Re-check in six weeks.
✓Sent to Luc, with a conversation guide
Europe620 people · 3 teams
72Sustaining
By team. Select one to see what is driving it.
Biggest driver in this region: Recovery
Marketing · LondonPriya’s team · Europe
78Sustaining
What is driving the score
Workload74
Recovery70
Recognition80
Connection82
Tied to performance
Voluntary turnover steady at 7%
Recommended next step
Protect recovery time between shifts and cap after-hours messages. Re-check in six weeks.
✓Sent to Priya, with a conversation guide
Customer Service · LisbonRui’s team · Europe
64Struggling
What is driving the score
Workload58
Recovery52
Recognition66
Connection74
Tied to performance
Absence up to 6.2%, from 3.9% in May
Recommended next step
Protect recovery time between shifts and cap after-hours messages. A WAIOS™ expert checks in every two weeks.
✓Sent to Rui, with a conversation guide
Finance · BerlinLena’s team · Europe
73Sustaining
What is driving the score
Workload70
Recovery66
Recognition72
Connection80
Tied to performance
Voluntary turnover steady at 7%
Recommended next step
Protect recovery time between shifts and cap after-hours messages. Re-check in six weeks.
✓Sent to Lena, with a conversation guide
Asia Pacific260 people · 3 teams
66Struggling
By team. Select one to see what is driving it.
Biggest driver in this region: Workload
Engineering · SingaporeWei’s team · Asia Pacific
74Sustaining
What is driving the score
Workload64
Recovery70
Recognition76
Connection82
Tied to performance
Voluntary turnover steady at 7%
Recommended next step
Rebalance the workload and agree what can wait. Re-check in six weeks.
✓Sent to Wei, with a conversation guide
Operations · ManilaJoy’s team · Asia Pacific
58Struggling
What is driving the score
Workload44
Recovery52
Recognition60
Connection72
Tied to performance
Absence up to 6.2%, from 3.9% in May
Recommended next step
Rebalance the workload and agree what can wait. A WAIOS™ expert checks in every two weeks.
✓Sent to Joy, with a conversation guide
Sales · SydneyTom’s team · Asia Pacific
67Struggling
What is driving the score
Workload60
Recovery62
Recognition58
Connection78
Tied to performance
Absence up to 6.2%, from 3.9% in May
Recommended next step
Build recognition into weekly team rituals so effort is seen. A WAIOS™ expert checks in every two weeks.
✓Sent to Tom, with a conversation guide
Latin America540 people · 3 teams
52Struggling
By team. Select one to see what is driving it.
Biggest driver in this region: Workload
Operations · São PauloAna’s team · Latin America
44Struggling
What is driving the score
Workload31
Recovery36
Recognition48
Connection79
Tied to performance
Absence up to 6.2%, from 3.9% in May
Recommended next step
Rebalance the workload and agree what can wait. A WAIOS™ expert checks in every two weeks.
✓Sent to Ana, with a conversation guide
Customer Service · BogotáDiego’s team · Latin America
55Struggling
What is driving the score
Workload46
Recovery50
Recognition54
Connection70
Tied to performance
Absence up to 6.2%, from 3.9% in May
Recommended next step
Rebalance the workload and agree what can wait. A WAIOS™ expert checks in every two weeks.
✓Sent to Diego, with a conversation guide
Finance · Mexico CitySofia’s team · Latin America
71Sustaining
What is driving the score
Workload66
Recovery64
Recognition74
Connection80
Tied to performance
Voluntary turnover steady at 7%
Recommended next step
Protect recovery time between shifts and cap after-hours messages. Re-check in six weeks.
✓Sent to Sofia, with a conversation guide
Your Wellbeing ScoreMarco · Operations, São Paulo
58Struggling
🔒Private to you. Your employer only sees group results, never your answers.
Your strongest areaConnection
Where to put some careRecovery
Try this week
Take a real break between back-to-back shifts.
Raise workload with Ana using the conversation guide.
Illustrative example with sample data
Our founders have advised
Amazon
01 · Why us
Two founders who made wellbeing a board-level conversation.
Danielle Posa has spent nearly two decades advocating for measuring wellbeing and making it a board-level conversation and a C-suite strategy, starting at Gallup. Jennifer Moss brings a decade of research on what has been missing from the picture: the conditions that cause burnout. Together, we cover the whole of workplace wellbeing, and we are both happily obsessed with the research.
Source: American Journal of Preventive Medicine, 2025. Annual cost of burnout and disengagement to U.S. employers: $3,999 per hourly employee, $4,257 per salaried employee, $10,824 per manager and $20,683 per executive.
How someone is doing is never just about work. We look at their work, the environment they work in, their life outside it, and the world around them, so every fix targets what’s really making the difference.
1Their work
Energy, focus, a sense of purpose, and enjoyment in the work they do every day.
2Their work environment
Workload, recovery, control, fairness, recognition and psychological safety. The everyday conditions people work in.
3Their life
Caregiving, health, finances, the commute. What they carry in with them every morning.
4The world around them
Their industry, culture and community, and what’s happening in society and the economy.
Get in touch
Find out how your people are really doing.
Book a 30 minute briefing with our founders, or join our list for new research on wellbeing, engagement and burnout.
Your people are your greatest asset. Do you know how they’re really doing?
The WAIOS™ Wellbeing Measure asks about the specific factors proven to drive burnout, engagement, wellbeing and performance at the same time. So you can prevent burnout and help every person and team perform at their best.
We measure the factors proven to drive burnout, engagement, wellbeing and performance, on every team.
Keep doing what works. Share Maya’s team practices with other teams.
✓Sent to Maya, with a conversation guide
Product · AustinSam’s team · North America
86Thriving
What is driving the score
Workload80
Recovery84
Recognition85
Connection90
Tied to performance
Quarterly goals met: 96%
Recommended next step
Keep doing what works. Share Sam’s team practices with other teams.
✓Sent to Sam, with a conversation guide
Operations · TorontoLuc’s team · North America
76Sustaining
What is driving the score
Workload66
Recovery70
Recognition79
Connection84
Tied to performance
Voluntary turnover steady at 7%
Recommended next step
Rebalance the workload and agree what can wait. Re-check in six weeks.
✓Sent to Luc, with a conversation guide
Europe620 people · 3 teams
72Sustaining
By team. Select one to see what is driving it.
Biggest driver in this region: Recovery
Marketing · LondonPriya’s team · Europe
78Sustaining
What is driving the score
Workload74
Recovery70
Recognition80
Connection82
Tied to performance
Voluntary turnover steady at 7%
Recommended next step
Protect recovery time between shifts and cap after-hours messages. Re-check in six weeks.
✓Sent to Priya, with a conversation guide
Customer Service · LisbonRui’s team · Europe
64Struggling
What is driving the score
Workload58
Recovery52
Recognition66
Connection74
Tied to performance
Absence up to 6.2%, from 3.9% in May
Recommended next step
Protect recovery time between shifts and cap after-hours messages. A WAIOS™ expert checks in every two weeks.
✓Sent to Rui, with a conversation guide
Finance · BerlinLena’s team · Europe
73Sustaining
What is driving the score
Workload70
Recovery66
Recognition72
Connection80
Tied to performance
Voluntary turnover steady at 7%
Recommended next step
Protect recovery time between shifts and cap after-hours messages. Re-check in six weeks.
✓Sent to Lena, with a conversation guide
Asia Pacific260 people · 3 teams
66Struggling
By team. Select one to see what is driving it.
Biggest driver in this region: Workload
Engineering · SingaporeWei’s team · Asia Pacific
74Sustaining
What is driving the score
Workload64
Recovery70
Recognition76
Connection82
Tied to performance
Voluntary turnover steady at 7%
Recommended next step
Rebalance the workload and agree what can wait. Re-check in six weeks.
✓Sent to Wei, with a conversation guide
Operations · ManilaJoy’s team · Asia Pacific
58Struggling
What is driving the score
Workload44
Recovery52
Recognition60
Connection72
Tied to performance
Absence up to 6.2%, from 3.9% in May
Recommended next step
Rebalance the workload and agree what can wait. A WAIOS™ expert checks in every two weeks.
✓Sent to Joy, with a conversation guide
Sales · SydneyTom’s team · Asia Pacific
67Struggling
What is driving the score
Workload60
Recovery62
Recognition58
Connection78
Tied to performance
Absence up to 6.2%, from 3.9% in May
Recommended next step
Build recognition into weekly team rituals so effort is seen. A WAIOS™ expert checks in every two weeks.
✓Sent to Tom, with a conversation guide
Latin America540 people · 3 teams
52Struggling
By team. Select one to see what is driving it.
Biggest driver in this region: Workload
Operations · São PauloAna’s team · Latin America
44Struggling
What is driving the score
Workload31
Recovery36
Recognition48
Connection79
Tied to performance
Absence up to 6.2%, from 3.9% in May
Recommended next step
Rebalance the workload and agree what can wait. A WAIOS™ expert checks in every two weeks.
✓Sent to Ana, with a conversation guide
Customer Service · BogotáDiego’s team · Latin America
55Struggling
What is driving the score
Workload46
Recovery50
Recognition54
Connection70
Tied to performance
Absence up to 6.2%, from 3.9% in May
Recommended next step
Rebalance the workload and agree what can wait. A WAIOS™ expert checks in every two weeks.
✓Sent to Diego, with a conversation guide
Finance · Mexico CitySofia’s team · Latin America
71Sustaining
What is driving the score
Workload66
Recovery64
Recognition74
Connection80
Tied to performance
Voluntary turnover steady at 7%
Recommended next step
Protect recovery time between shifts and cap after-hours messages. Re-check in six weeks.
✓Sent to Sofia, with a conversation guide
Your Wellbeing ScoreMarco · Operations, São Paulo
58Struggling
🔒Private to you. Your employer only sees group results, never your answers.
Your strongest areaConnection
Where to put some careRecovery
Try this week
Take a real break between back-to-back shifts.
Raise workload with Ana using the conversation guide.
Illustrative example with sample data
Our founders have advised
Amazon
01 · Why us
Two founders who made wellbeing a board-level conversation.
Danielle Posa has spent nearly two decades advocating for measuring wellbeing and making it a board-level conversation and a C-suite strategy, starting at Gallup. Jennifer Moss brings a decade of research on what has been missing from the picture: the conditions that cause burnout. Together, we cover the whole of workplace wellbeing, and we are both happily obsessed with the research.
Co-Founder and Chief Research and Strategy Officer
The business case
The business and moral case for wellbeing.
Current measures fall short
Engagement surveys miss what is wearing people down and what it is costing you.
Wellbeing is not a wellness program
It is a measure of how well your organization works, not a perk or an app.
It is tied to every KPI that matters
Absence, turnover, healthcare cost, safety, productivity and firm value.
What the research shows
Hover over or tap a stat to see the full finding and source. Swipe for more.
Wellbeing
2 in 3
employees worldwide are struggling or suffering
2 in 3
employees worldwide are struggling or suffering. Only 1 in 3 is thriving.
Gallup, State of the Global Workplace 2026
Firm value
Top 100
wellbeing leaders outperformed the S&P 500
Top 100
U.S. public companies ranked highest for employee wellbeing outperformed the S&P 500, Nasdaq and Russell 3000 from 2021 to 2024.
Oxford Wellbeing Research Centre and Indeed, 2024
Healthcare cost
48%
lower new healthcare costs with high wellbeing
48%
lower new healthcare costs for employees with high wellbeing across all five elements, compared with those with poor wellbeing.
Gallup, The Economics of Wellbeing, 2023
Revenue
1.4%
revenue growth after cutting hours, not pay
1.4%
average revenue growth at 61 UK companies that cut hours without cutting pay. Resignations fell 57%.
University of Cambridge and Boston College, 2023
Cost
$5M a year
what burnout costs a 1,000-person company
$5M a year
what burnout costs a 1,000-person company, every year.
American Journal of Preventive Medicine, 2025
Productivity
72%
of burned-out workers say they are less efficient
72%
of burned-out workers say it makes them less efficient.
Eagle Hill Consulting, 2025
Turnover
Nearly 3x
more likely to plan an exit when burned out
Nearly 3x
Burned-out workers are nearly 3x more likely to plan their exit within a year.
Eagle Hill Consulting, 2025
Burnout risk
82%
of the global workforce is at risk of burnout
82%
of the global workforce is at risk of burnout.
Mercer, Global Talent Trends 2026
Mini calculator
Find out what low wellbeing is costing you.
Enter your headcount. We use research on what burnout and disengagement cost U.S. employers, by role.
Estimated cost each year{{ calc.total }}About {{ calc.perHead }} per employeeSee the full breakdown
Source: American Journal of Preventive Medicine, 2025. Annual cost of burnout and disengagement to U.S. employers: $3,999 per hourly employee, $4,257 per salaried employee, $10,824 per manager and $20,683 per executive.
How someone is doing is never just about work. We look at their work, the environment they work in, their life outside it, and the world around them, so every fix targets what’s really making the difference.
1Their work
Energy, focus, a sense of purpose, and enjoyment in the work they do every day.
2Their work environment
Workload, recovery, control, fairness, recognition and psychological safety. The everyday conditions people work in.
3Their life
Caregiving, health, finances, the commute. What they carry in with them every morning.
4The world around them
Their industry, culture and community, and what’s happening in society and the economy.
Get in touch
Find out how your people are really doing.
Book a 30 minute briefing with our founders, or join our list for new research on wellbeing, engagement and burnout.
Amazon
