Where feeling meets fact.
Everperform connects subjective sentiment data — how people feel — with objective performance data — what the numbers say — to give every level of management the intelligence to act before small signals become big problems.
Four quadrants. Four conversations.
By plotting individual performance data against wellbeing sentiment, Everperform reveals four distinct population groups — each requiring a fundamentally different management approach.
Performance Uplift
High wellbeing, low output
The conversation: "You're thriving — let's unlock more."
- •Role alignment — are they in the right seat?
- •Skill stretch opportunities and development goals
- •Clarity on expectations and performance benchmarks
- •Motivation drivers — what would make work more fulfilling?
Burnout Risk
High output, declining wellbeing
The conversation: "You're delivering — but at what cost?"
- •Workload sustainability and overtime patterns
- •Recovery time, leave usage, and boundary setting
- •Delegation support and resource redistribution
- •Early warning signs — sleep, energy, and engagement trends
Resignation Risk
Low wellbeing, low output
The conversation: "What's changed — and how can we help?"
- •Root cause exploration — personal, professional, or cultural?
- •Psychological safety and trust in the team
- •Support pathways — EAP, flexible arrangements, role change
- •Re-engagement plan with clear milestones and check-ins
Role Risk
Low wellbeing, high output
The conversation: "The numbers look good — but you don't."
- •Disconnect between results and personal experience
- •Hidden stressors — toxic dynamics, unclear growth path
- •Retention risk assessment and career conversation
- •Proactive intervention before performance follows wellbeing down
The Quadrant Insight
The top-right quadrant is the most dangerous — and the most commonly missed. These are your highest performers who also report high wellbeing right now. But the trend data tells a different story: declining wellbeing scores week-on-week, increasing overtime, rising sick leave. Without Everperform's convergence of objective and subjective data, these individuals look like your best people. In reality, they're 8–12 weeks from burnout.
What performance data alone tells you vs. what Everperform reveals
Two data streams. One intelligence engine.
Traditional platforms look at performance or wellbeing in isolation. Everperform combines both at the individual level — select any pairing below to see what emerges.
Objective Data
Factual, measurable, system-generated
Select one →
Time Data
Productive hours, downtime, client-facing vs internal. Utilisation rates by week, month, quarter.
Billing Data
Revenue-earning hours, WIP, realization rates. Internal cost centre allocation for non-billing roles.
Targets Data
Expected output metrics — e.g. 1,300 of 1,700 billable hours/yr for accountants. Progress-to-target ratios.
Employee Data
Availability, FTE status, sick leave consumed, holiday leave taken, hours worked, overtime patterns.
Everperform AI
Select data from both sides
Subjective Data
Sentiment, feeling, human-reported
← Select one
Pulse Responses
Weekly individual sentiment signals across wellbeing, workload, role clarity, team dynamics, and purpose.
Comments & Notes
Open-text responses, manager conversation notes, action item narratives. Rich qualitative context.
Performance Reviews
Structured performance management reports, goal assessments, development conversations.
Action Items & Interventions
Manager actions taken, escalations logged, support provided. Full audit trail of care and response.
Try it: Select one item from each side
Neither data stream tells the full story alone. An employee hitting 110% of their billing target looks like a star performer — until you see their wellbeing score has dropped 30% over 8 weeks, their sick leave is climbing, and they've flagged "workload" as a concern twice. That's not performance. That's a burnout trajectory. Everperform sees both. Click any data source from each column above to see what intelligence emerges.
Your metrics, your way.
Every organisation has unique ways they want to see the intersection of performance and wellbeing. Everperform's Organisation Metrics Table lets you define the combinations that matter most.
Metric Builder
Click any combination to see how Everperform surfaces intelligence from paired data streams.
Billed Hours × EP Score
Correlate revenue productivity with individual sentiment. Identify who's producing at the cost of their wellbeing.
Team averaging 42 billable hrs/wk with EP Score 6.8. Three individuals above 50 hrs showing score decline.
% Target × Wellbeing
Map target achievement against wellbeing trends. Surface sustainable vs unsustainable performance.
78% hitting target, but only 38% sustainably. 4 team members above 110% with declining wellbeing scores.
Overtime × Engagement
Track whether extra hours correlate with passion or pressure. Distinguish voluntary stretch from overload.
Overtime up 18% this quarter. Engagement stable for 60%, but dropping sharply for the top 15% of overtime workers.
Sick Leave × Workload Score
Early-warning system: rising absence + declining workload sentiment = intervention needed now.
3 individuals showing correlation: sick days doubled in 8 weeks while workload sentiment dropped below 4.0.
Utilisation × Role Clarity
High utilisation + low role clarity = inefficiency risk. People working hard on the wrong things.
82% average utilisation, but role clarity sits at 5.2/10 for junior staff. Effort without alignment wastes capacity.
Revenue/FTE × Team Health
Board-level view: revenue per head mapped against team health index. Is growth sustainable?
Revenue/FTE up 12% YoY, but team health index down 1.4 points. Growth is real but may not be repeatable.
Example: Audit & Assurance Team — Live Metrics
Utilisation
Target: 78%
EP Score
↓ 0.4 this month
At Risk
of 24 people
Target Progress
YTD billable hrs
Avg Sick Days
Per person / qtr
Whole-of-organisation risk scatter.
This scatter plot maps every individual by their performance-to-target ratio (x-axis) against their EP wellbeing score (y-axis). Colour coding surfaces risk zones instantly.
High performers with declining wellbeing. Averaging 48+ hrs/week with 2+ pulse score drops in 8 weeks.
Wellbeing stable but output significantly below target. Engagement flat or declining. Development gap likely.
Both performance and wellbeing below thresholds. Disengagement pattern. Avg time in this zone before exit: 14 weeks.
Sustainable performers. Target 70–100% with wellbeing above 6.5 and stable or improving trends.
From scatter dots to real conversations.
Every dot on the scatter plot represents a person. Behind the data is a story — and Everperform gives managers the intelligence to understand it and the guidance to act on it.
Priya Shah
Senior Accountant
Target
125%
EP Score
6.1 ↓
Avg Week
54 hrs
Sick Leave
6 days
Intelligence
Wellbeing down 2.1 pts in 8 weeks. Workload flagged twice, sick leave doubling. 60% probability of medical leave within 12 weeks.
Jordan Park
Manager — Advisory
Target
106%
EP Score
3.8 ↓
Leave
0 days
Role Clarity
2.4
Intelligence
Critically low wellbeing for 3 months. Zero leave taken, role clarity lowest in team. Resignation event likely without urgent intervention.
Chris Barnes
Graduate — Tax
Target
45%
EP Score
3.2 ↓
Engagement
Low
Actions
0
Intelligence
Both performance and wellbeing critically low. No manager actions recorded in 10 weeks. High flight risk — disengagement pattern typical of pre-resignation.
Sam Reynolds
Senior Analyst
Target
88%
EP Score
7.4
Trend
Stable
Leave
Balanced
Intelligence
Sustainable performance with healthy wellbeing. Engaged, balanced workload, and taking regular leave. A model for what good looks like.
Same data. Different actions.
Everperform surfaces the right intelligence to the right person at the right level — so every decision-maker gets the view they need to act decisively.
Redistribute Priya's workload
Move 2 clients to under-utilised team members
1:1 with Jordan
EP-guided talking points for wellbeing conversation
Career stretch for Alex
Assign challenging project to address boredom risk
Burnout risk report
6 people flagged, 3 require immediate intervention
Policy review trigger
Overtime patterns exceed policy threshold in 2 teams
Retention risk alert
5 resignation-risk individuals, avg tenure 2.4 years
Psychosocial risk summary
WHS compliance: 78% of identified risks have documented responses
Cost-of-inaction model
Projected replacement cost of at-risk population: $847K
EP Score trend
Organisation EP Score: 6.8, down 0.4 from last quarter