waıos
How we work with clients

Trusted advisors to the leaders who own the results.

We work directly with CEOs, executive teams and people leaders. We measure what is happening, explain why, and help you build wellbeing into how the business runs, so it becomes a strategy, not a perk.

Where most engagements start

The Business and Moral Case for Wellbeing

An executive briefing that brings your leadership team the latest research in one session. It builds the shared understanding and buy-in that every lasting change needs: wellbeing is not a wellness program, it is tied to every KPI that matters to your business.

Delivered by Danielle Posa and Jennifer Moss, in person or virtually, tailored to your industry.

What the briefing covers
  1. 01The state of the workforceHow many people are thriving, struggling and suffering, and what it costs.
  2. 02Why engagement does not tell the whole storyWhat engagement scores miss, and why wellbeing is the more complete measure of performance and potential.
  3. 03Wellbeing is not a wellness programThe difference between perks and the working conditions that actually drive burnout.
  4. 04Tied to every KPI that mattersThe evidence linking wellbeing to absence, turnover, healthcare cost, safety, productivity and firm value.
  5. 05The moral caseWork shapes the quality of people's lives, for better or worse. Leaders have more influence over that than they think.
  6. 06What to measure nextHow to see where your organization stands and where to act first.
A sample of the research
$10T
lost to the global economy each year from low engagement, about 9% of global GDP.
Gallup, State of the Global Workplace 2026
76%
of employees experience burnout at least sometimes. 28% very often or always.
Gallup, Employee Burnout Report
34%
of employees worldwide are thriving. 56% are struggling and 9% are suffering.
Gallup, State of the Global Workplace 2026
38%
less unplanned absence, and 30% lower turnover, when people are both engaged and thriving.
Gallup, The Economics of Wellbeing
61%
of employees say workplace stress has made them physically sick.
Jeffrey Pfeffer, Dying for a Paycheck
11 pts
lower turnover in companies with a genuine culture of health.
Mercer and McKinsey Health Institute
$3.7T to $11.7T
in global economic value from investing in holistic employee wellbeing.
McKinsey Health Institute, Thriving Workplaces
1,782
public companies studied. Higher wellbeing predicted higher valuations, returns and profits.
Oxford Wellbeing Research Centre and Indeed, 2024
Four ways we work with you

Measure it. Understand it. Act on it. Keep it working.

The WAIOS™ Wellbeing Measure

A full baseline of wellbeing, engagement and burnout, with heat maps by team and department and the drivers behind every score.

You get
  • Setup of the measure and employee communications
  • Heat maps by team and department
  • A results report and a founder-led debrief

Executive leadership sessions

Working sessions with your C-suite on what your results mean and the decisions only leaders can make.

CEOExecutive teamPeople leaders
You get
  • A briefing tailored to your data and industry
  • Agreed priorities for the next two quarters

Trainings and workshops

Research-based sessions for leaders, managers and teams, delivered in person or virtually.

Why wellbeing mattersWhat decades of research tell us about the quality of people's lives and how work shapes it.
The drivers of burnoutWhy burnout is a working conditions problem, and the levers leaders and managers can actually pull.

Ongoing advisory

A standing partnership to embed wellbeing into your culture, people strategy and business strategy, with regular measurement to show progress.

You get
  • Direct access to both founders
  • Quarterly re-measurement
  • An evolving action plan
A typical engagement

Start small. See results. Build from there.

  1. Launch
    We learn your goals and what you have tried before, then set up the measure and a plan for telling employees.
  2. Measure
    Employees complete the WAIOS™ Wellbeing Measure privately and see their own results.
  3. Map
    Your executive team sees the heat maps and the drivers behind each score.
  4. Debrief and act
    We agree priorities with your leaders, then workshops and manager training focus on the drivers that matter most.
  5. Re-measure
    We measure again to show what changed, and keep advising as your organization changes.
Each cycle ends with a re-measure, so progress is always tracked against your baseline.
Measurement is the intervention.
The principle behind our work
Bring us in

Book a keynote, workshop or leadership session.

Tell us about your organization and we will recommend where to start.

Plan a session