How to measure employee wellbeing: indicators, surveys and a realistic ROI for brain wellness programmes
A wellbeing programme without measurement remains a promise. With the wrong measurement, it becomes a nice number that says nothing. Between the two there's a simple, honest path: a few well-chosen indicators, tracked consistently over several quarters.
In short
To see whether a wellbeing programme works, companies track three types of indicators: usage of the programme (participation, frequency), how people are doing (energy, stress, sleep, measured through anonymous surveys) and organisational outcomes (absences, departures, engagement). ROI is estimated by comparing the programme's cost with likely savings, but it should be presented with caution: many effects are real but hard to attribute to a single initiative. The trend over 6–12 months matters more than the numbers from a single month.
What to measure: three levels
1. Usage
Without usage, there's no effect. Simple indicators:
- how many employees signed up;
- how many use the programme at least once a month;
- average frequency of use;
- workshop attendance.
2. How people are doing
Through short, anonymous surveys, every 3 months:
- energy level at the end of the week;
- perceived stress;
- sleep quality;
- ability to concentrate;
- the feeling that they can switch off after hours.
3. Organisational outcomes
From HR data, tracked over time:
- sick days;
- voluntary turnover;
- engagement scores;
- untaken annual leave.
Measure little, but consistently. Five questions asked every three months say more than fifty asked once.
How to build a good anonymous survey
- short: 5–8 questions, under 3 minutes;
- truly anonymous: no questions that could identify people in small teams;
- the same questions every time, so you can compare;
- simple scales, for example from 1 to 10;
- one open question: "What would help you recover better?";
- results shared back with the team, along with what will change.
Example questions:
- How much energy do you usually have at the end of the week? (1–10)
- How stressed have you felt over the last two weeks? (1–10)
- How well do you sleep, in general? (1–10)
- How easy is it for you to switch off after work? (1–10)
- Have you used the wellbeing programme in the last month? How useful did you find it?
How to calculate a realistic ROI
The basic formula is simple: (estimated savings − programme cost) ÷ programme cost.
The hard part is estimating the savings. A few possible sources:
- fewer sick days: days avoided × the average cost of a day's absence;
- fewer departures: departures avoided × the cost of replacing an employee (recruitment, onboarding, lost productivity);
- less time lost: hard to measure directly, usually estimated through surveys.
Rules of caution
- compare with the period before and, ideally, with teams that didn't use the programme;
- don't attribute every change to the programme: other decisions also influence results;
- present a range, not a single spectacular number;
- wait at least 6–12 months before drawing conclusions.
Common mistakes
- measuring only sign-ups, not real usage;
- long surveys that few people answer;
- lack of anonymity, which makes people answer "nicely";
- conclusions drawn after a single month;
- exaggerated ROI promises that undermine trust in the programme.
Measurement and confidentiality
In wellbeing programmes, trust is essential. Employees need to know that:
- individual data don't reach managers;
- results are reported only in aggregate, for sufficiently large groups;
- health information isn't used in evaluations or personnel decisions.
At NeuroFit, information from the safety screening is used only for the safety of the experience and is not shared with the employer. For companies, we can report aggregate usage data, with no information about individuals.
Brain wellness for companies at NeuroFit
NeuroFit by Emmanuel CliniX, in Bucharest, can be offered to teams as a benefit: recovery and concentration experiences (Focus, Relax, Reset, Longevity), workshops and access to psychotherapy with the Plus and Premium memberships. Formats and reporting are agreed individually with each company. Contact: +40 790 099 070 or contact@
NeuroFit is brain wellness, not medical treatment.
Frequently asked questions
Which indicators show whether a wellbeing programme works?
Usage of the programme (participation and frequency), how people are doing measured through anonymous surveys (energy, stress, sleep, concentration) and HR outcomes over time (absences, departures, engagement).
How do I calculate the ROI of a wellbeing programme?
Compare the estimated savings (fewer absences and departures) with the programme's cost. Present the result as a range and wait 6–12 months before drawing conclusions.
How often should I run wellbeing surveys?
About every 3 months, with the same 5–8 questions, so you can compare the trend.
Does the company receive data about employees who use NeuroFit?
Only aggregate usage data, if agreed. Screening information and individual details are not shared with the employer.
Brain wellness information. It is not medical advice and does not replace specialist assessment, diagnosis or treatment.