💼 What HR Managers Should Know
📊 What Are These Metrics?
Wellbeing Index
🧠 A short, survey-based score reflecting an individual’s current mental and emotional state.
📅 Ideally submitted regularly (every 2–3 weeks) to track trends.
Professional Alliance Score
🤝 Measures how strong an employee feels their trust and working relationship is with their therapist/professional.
💬 Based on bond, partnership, and confidence dimensions.
🔒 Privacy & Confidentiality
🛡️ Individual results are never visible to HR or management.
📊 Only aggregated, anonymized data contributes to organizational reporting.
🧭 How the Metrics Flow to Your Dashboard
-
📝 Employees respond to surveys
-
🔐 Data is anonymized
-
📈 Aggregated statistics (averages, distributions, trends) are calculated
-
💻 Visuals are displayed in the HR dashboard
📈 Key Dashboard Elements You’ll See
-
Aggregated wellbeing scores for all time
-
Overall score bracket (e.g., Poor / Moderate / Good)
-
Trends over time for employees with more than one submission (improving, stable, declining)
-
Average Professional Alliance scores
🧩 How to Interpret & Act
⚠️ Steady decline in wellbeing may signal:
Stress, burnout, or workload imbalance
Restructuring or morale challenges
💡 Low or declining alliance score may suggest:
Problems in employee–provider relationships
Need for reassessing provider assignments or training
✅ Use the dashboard as a diagnostic tool, not a judgment system.
Metrics are signals, not truths.
Cross-check with:
-
HR data (absences, performance, turnover)
-
Qualitative insights (surveys, conversations)
Plan interventions:
-
Manager check-ins
-
Wellness sessions
-
Provider rotations
…and then monitor subsequent shifts in the metrics.
⚖️ Limitations & Considerations
📉 Participation rates matter: low participation can skew results.
⏳ Temporal lag: sudden events may not reflect immediately.
📊 Context matters: “good” or “bad” values depend on your organization’s norms.
🚫 These are support tools, not performance metrics.
🧠 Always interpret in context and supplement with HR & employee feedback.
🌟 Best Practices
🔁 Encourage regular completion of wellbeing surveys
🗣️ Be transparent about how aggregate data will be used
🎯 Align interventions (manager training, wellness programs, resource allocation) with data
📆 Reassess after interventions to monitor changes
✨ Insights help you understand, not monitor.
They strengthen wellbeing support and trust across your organization.