Sustainable Performance. Real, Measurable Returns.
Everperform's framework is built around four interconnected dimensions, each grounded in independent research from the world's leading authorities on work, performance, and human potential.
Why This Matters Now
The stakes for Australian organisations have rarely been higher. Understanding the current environment is the first step to protecting your people and your organisation.
Global employee engagement rate in 2024 — down year-on-year
Gallup, 2024
Mental injury claims in Australia crossed $1 billion in 2024–25 — five years ahead of projections
Safe Work Australia / InCheq
Of US employees are actively watching for or seeking a new job — the highest since 2015
Gallup, 2025
Rise in total employee claims against Australian employers in 2024 — the highest since 2010
Fair Work Ombudsman
Against this backdrop, Everperform provides organisations with the early-warning intelligence, performance insight, and compliance confidence to stay ahead of these pressures — not react to them.
Four Dimensions of Measurable ROI
Click each dimension to explore the research and evidence
Wellbeing & Engagement
Burnout, absenteeism, presenteeism, and the domino effect of regrettable departures represent the most significant — and most preventable — drains on organisational performance.
Of employees globally reported feeling burned out in 2024. Women reported even higher rates at 59%, compared to 46% for men.
Gallup / Teamout, 2024
Of workers worldwide say they feel 'a lot of stress' each day — a foundational driver of burnout and disengagement.
Gallup, State of the Global Workplace 2024
Lower productivity recorded in teams with high burnout rates, alongside markedly reduced discretionary effort and innovation.
Multiple sources, 2024
More likely to take a sick day if an employee is experiencing burnout. They are also 23% more likely to visit an emergency room.
Gallup research synthesis
The estimated annual cost of presenteeism to the US economy alone. Proportionally, the cost to Australian productivity runs into the tens of billions.
Wellhub / Multiple sources, 2024
Of employee turnover is preventable — meaning nearly half of all departures could be avoided with better management visibility.
Gallup, 2025
The True Cost of Turnover
Of annual salary: the average cost to replace a departing employee when recruitment, onboarding, and lost knowledge are fully accounted for.
Scalesuite.com.au / Foremind.com.au, 2024
Total replacement cost as a salary multiple when cultural disruption, team morale decline, and time-to-productivity are included.
Gallup / HR industry research
Estimated annual cost to a 1,000-person organisation from combined absenteeism, turnover, and lost productivity linked to disengagement.
Industry research synthesis, 2024
Australian Mental Health at Work
Psychological injury compensation claims in Australia in 2023–24 — representing 12% of all serious claims but 38% of total claim costs.
Safe Work Australia, 2024
Average cost of a psychological injury claim in 2024–25, up from $146,000 in 2019–20 — a near-doubling in five years.
Safe Work Australia / InCheq, 2025
Of workers with psychological injuries remain separated from their workplace after one year, vs. physical injury claimants who return within 13 weeks.
Safe Work Australia
Key insight: Research consistently shows that when valued colleagues leave, remaining team members reassess their own commitment — creating cycles of attrition that are far harder to reverse once underway. Everperform surfaces these early warning signals before the cycle begins. (Work Institute / Gallup)
Productivity & Performance
Compliance & Regulatory
Reputation Protection
How the Dimensions Reinforce Each Other
The four dimensions of organisational performance are not independent — they compound and amplify each other.
Wellbeing drives Performance
Employees who are psychologically safe and engaged consistently outperform those who aren't. Addressing wellbeing first protects productive capacity at the source.
Performance data flags People Risk
Sustained decline in output — especially when combined with attendance and workload signals — is often the earliest detectable sign of a psychosocial hazard emerging.
Safety compliance protects Reputation
Organisations that proactively manage psychosocial risk and document their interventions are more resilient to adverse events — and more trusted by clients, partners, and regulators.
Research Authorities
Grounded in independent research from the world's most respected organisations on work, business, and human potential.
Gallup
State of the Global Workplace — the definitive annual benchmark on engagement, burnout, and performance
Safe Work Australia
Official data on psychological injury claims, WHS obligations, and psychosocial hazard regulation
Harvard Business Review
HBR Analytic Services research on performance management ROI, data gaps, and engagement outcomes
Gartner
HR technology research, workforce analytics market sizing, and people platform business value
Deltek / SPI Research
Annual benchmarks on utilisation, productivity, and delivery performance in professional services
WTW
Quantification of reputational risk, ESG risk management, and the financial cost of governance failures
K&L Gates / Guthrie Legal
Australian ESG regulatory developments and evolving psychosocial compliance requirements
Dept of Finance (AU)
Federal sustainable procurement policy, contract requirements, and government supplier standards
The organisations that lead don't just work their people harder. They understand them better.
Everperform provides the intelligence, the evidence, and the integrated platform to sustainably optimise performance, protect wellbeing, manage psychosocial risk, and strengthen organisational reputation — all in one place.
Research sourced from: Gallup (2024–25) · Safe Work Australia (2024–25) · Harvard Business Review Analytic Services (2024) · Deltek / SPI Research (2025) · WTW (2023) · K&L Gates / Guthrie Legal (2024) · Australian Department of Finance (2024) · InCheq (2025) · Wellhub (2024) · Teamout (2025)