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Metric 02
Absence
Where is absence rising, and is it a workload problem or a wellbeing problem?
Primary buyer: Head of People Operations
Example scope
- One definition of absence, short-term and long-term split
- Trend by team, role, and season
- Correlation with overtime and headcount gaps
- Comparison against sector and company baselines
Deliverables
EXAMPLE STRUCTURE- One absence dashboard, updated monthly
- Root-cause note per flagged team
- Three actions ranked by expected reduction
Timeline
Three steps. A clear question gives a clear delivery.
01
Define
Week 1
Lock the metric and the reporting cadence.
02
Analyse
Week 2
Find the teams and drivers behind the trend.
03
Act
Week 3
Recommendations ranked by teams affected.
The evidence
We measure what already exists before we propose anything new.
Analysis
Governance
Health data stays with occupational health. HR sees rates and trends, never individual diagnoses.
What comes next
A metric rarely stands alone. The natural next step is Internal Mobility, or the first agent.
Next step
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Method, scope, and sources, published in full.
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How the dashboard becomes agents, alerts, and action in production.