Psychological Performance Diagnostics
We measure pressure across your team and tell you, with numbers, who is closest to leaving and why, before anyone hands in notice.
"You alright?" in a check in returns "yeah, fine" from everyone, every time. By the time it reaches you, it arrives as a resignation.
Typical UK EAP utilisation runs in low single figures. The people furthest from coping are the least likely to call a helpline.
Replacing a senior fee earner carries recruitment cost, ramp time and lost desk revenue. The departure is the cheapest part.
An anonymous team measurement and a findings session of one hour with you. Where the risk sits, what is driving it, and what it is likely to cost.
Briefings, half day workshops, leadership labs and eight week programmes, chosen from what the measurement actually showed rather than from a menu.
Ongoing individual capacity for your people, a fixed monthly fee, and the same measurement repeated every quarter so you can see whether it worked.
Seven minutes from each of your people. One hour from you. You leave with a written picture of where your team actually sits, three changes worth making, and a date to measure again.
If the data comes back healthy, we'll tell you that too, and book the next measurement.
The average is the least useful number here. At 48 the team sits just below the poor wellbeing threshold. It reads as "a bit tired" and gets filed. The distribution says something different.
Each bar is one anonymous response, ordered lowest to highest. 21 responses. Dotted lines mark the poor wellbeing threshold at 50 and the severe threshold at 28.
We'll ask what triggered this, what the team looks like, and whether a measurement is worth doing. If it isn't, we'll say so.