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.

Dimensions

The Australian Workplace Landscape

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.

  • 21% Global employee engagement rate in 2024 — down year-on-year (Gallup, 2024)
  • $1B+ Mental injury claims in Australia crossed $1 billion in 2024–25 — five years ahead of projections (Safe Work Australia / InCheq)
  • 51% Of US employees are actively watching for or seeking a new job — the highest since 2015 (Gallup, 2025)
  • +27% 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

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Dimension 01

Wellbeing & Engagement

Burnout, absenteeism, presenteeism, and the domino effect of regrettable departures represent the most significant — and most preventable — drains on organisational performance.

  • 21× Return on Investment
  • 52% Of employees globally reported feeling burned out in 2024. Women reported even higher rates at 59%, compared to 46% for men. (Gallup / Teamout, 2024)
  • 41% 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)
  • 18–20% Lower productivity recorded in teams with high burnout rates, alongside markedly reduced discretionary effort and innovation. (Multiple sources, 2024)
  • 63% 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)
  • $1.5T 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)
  • 42% 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

  • 100–150% 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)
  • 3–4× Total replacement cost as a salary multiple when cultural disruption, team morale decline, and time-to-productivity are included. (Gallup / HR industry research)
  • $5M+ 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

  • 17,600 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)
  • $288,542 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)
  • 40% 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)

Dimension 02

Productivity & Performance

Better performance management is not about pressure — it is about precision. When organisations have a clear, real-time view of productivity alongside wellbeing signals, they can motivate, sustain, and deploy their people where the greatest value is created.

  • 19× Return on Investment

Dimension 03

Compliance & Regulatory

The regulatory landscape for Australian employers has never been more demanding. Penalties for non-compliance have escalated sharply, criminal liability now applies, and the volume of claims is at a ten-year high.

  • Risk Mitigated Proactive Duty of Care

Dimension 04

Reputation Protection

Reputation determines which contracts an organisation wins, which investors back it, which talent chooses to join it, and which regulators treat it favourably. Everperform helps organisations protect, demonstrate, and strengthen their reputation as responsible, well-managed employers.

  • Incalculable Protect What Can't Be Recovered

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.

Conclusion

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.