Performance Intelligence
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.
Performance × Wellbeing Matrix
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.
| Population Group | Description |
|---|---|
| Optimal | High wellbeing, high output |
| Performance Uplift | High wellbeing, low output |
| Burnout Risk | High wellbeing + high output — but for how long? |
| Resignation Risk | Low wellbeing, low output |
| Role Risk | Low wellbeing, high output |
Performance Output → Wellbeing Score →
| Employee Name | Performance | Wellbeing Score | Additional Notes |
|---|---|---|---|
| Sarah M. | 112% target | 8.1 | declining |
| James K. | 118% target | - | 52hr avg week |
| Priya S. | 125% target | 5.4 | WB dropped 2.1 pts |
| Tom R. | 105% target | - | 3 sick days this month |
| Alex D. | 62% target | 8.4 | low engagement |
| Lisa T. | 58% target | 7.9 | role clarity low |
| Mark W. | 55% target | 8.8 | overqualified |
| Chris B. | 45% target | 3.2 | no actions taken |
| Emma L. | 52% target | 4.1 | leave increasing |
| David H. | 60% target | 4.8 | flagged twice |
| Rachel N. | 98% target | 4.5 | overtime 12hr/wk |
| Jordan P. | 106% target | 3.8 | 'struggling' flag |
| Nina F. | 92% target | 5.1 | no leave taken |
| Sam R. | 88% target | 7.4 | stable |
| Kate M. | 92% target | 7.8 | improving |
| Ben C. | 85% target | 7.1 | engaged |
| Amy W. | 95% target | 7.6 | thriving |
| Ryan J. | 82% target | 8.0 | balanced |
Performance Categories
1. Performance Uplift
- The conversation: "You're thriving — let's unlock more."
- Role alignment
- Skill stretch opportunities and development goals
- Clarity on expectations and performance benchmarks
- Motivation drivers
2. Burnout Risk
- The conversation: "You're delivering — but at what cost?"
- Workload sustainability and overtime patterns
- Recovery time
- Early warning signs
3. Resignation Risk
- The conversation: "What's changed — and how can we help?"
- Root cause exploration
- Psychological safety and trust in the team
- Support pathways
- Re-engagement plan
4. Role Risk
- The conversation: "The numbers look good — but you don't."
- Disconnect between results and personal experience
- Hidden stressors
- Retention risk assessment
- Proactive intervention
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. These individuals look like your best people. In reality, they're 8–12 weeks from burnout.
How Performance Data Alone Tells You vs. What Everperform Reveals
| Data Source | Metric | Result |
|---|---|---|
| Billing data only | 78% rated "on track" | 78% |
| Wellbeing only | 65% rated "healthy" | 65% |
| Combined view | 38% sustainably performing | 38% |
How It Works
Two data streams. One intelligence engine.
Everperform combines both performance and wellbeing data at the individual level.
Objective Data
- Time Data
- Billing Data
- Targets Data
- Employee Data
Subjective Data
- Pulse Responses
- Comments & Notes
- Performance Reviews
- Action Items & Interventions
Configurable Intelligence
Every organisation has unique ways they want to see the intersection of performance and wellbeing. Everperform lets you define the combinations that matter most.
Metric Builder
| Metrics | Result |
|---|---|
| Billed Hours × EP Score | Correlate revenue productivity with individual sentiment. |
| % Target × Wellbeing | Map target achievement against wellbeing trends. |
| Overtime × Engagement | Track whether extra hours correlate with passion or pressure. |
| Sick Leave × Workload | Early-warning system for intervention needed now. |
| Utilisation × Role Clarity | High utilisation + low role clarity = inefficiency risk. |
| Revenue/FTE × Team Health | Board-level view against team health index. |
Example Metrics
- Average Utilisation: 82% (Target: 78%)
- EP Score: 7.2 (↓ 0.4 this month)
- Average Sick Days: 4.2 per person / quarter
Individual Intelligence
Priya Shah
- Position: Senior Accountant
- Target: 125%
- EP Score: 6.1 ↓
- Average Week: 54 hrs
- Sick Leave: 6 days
Jordan Park
- Position: Manager — Advisory
- Target: 106%
- EP Score: 3.8 ↓
- Leave: 0 days
Chris Barnes
- Position: Graduate — Tax
- Target: 45%
- EP Score: 3.2 ↓
- Engagement: Low
Sam Reynolds
- Position: Senior Analyst
- Target: 88%
- EP Score: 7.4
- Trend: Stable
Decision Orchestration
Everperform surfaces the right intelligence to the right person at the right level.
- Team Leader Actions: Redistribute workload, 1:1 wellbeing conversation, career stretch assignments.
- HR Director Actions: Burnout risk report, policy review trigger, retention risk alert.
- Board Actions: Psychosocial risk summary, cost-of-inaction model, organization EP score trend.
Conclusion
Book a demo to experience how Everperform reveals what performance data alone can't.