Overtime
Hours by unit and period — with the cost of each hour and the absence that tends to follow it.
Impact — Business Impact & ROI
Predict the effect on your business. Prove the ROI.
Impact identifies the high-impact action areas in your employee feedback and connects them to the business KPIs you already track — overtime, absence, turnover. Decades of data in the atwork Impact Framework tell you where to act with conviction, tailored to your organisation and your industry. Simulate a change, see what it would be worth, and walk into the board meeting with a number instead of a slide.
How it works
From an answer in a survey to a number in the budget.
Five steps, each one auditable. Nothing here is an estimate borrowed from a benchmark study — every figure is calculated on your own data.
Tell us where you want to go — atwork shows you the most effective way there.
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01
Outcome linking
Your feedback data connected to the business outcomes you already track.
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02
Prediction
Which drivers move which outcome, in which unit, and by how much.
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03
Simulation
What happens if a driver improves by x% — before you spend anything.
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04
Monetisation
The predicted change converted into CHF or EUR, per outcome.
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05
ROI statement
Cost in, value out, on one page your CFO recognises.
Simulation
Move one driver and watch the business case move with it.
Pick a driver — workload management, leadership support, work/life balance — and set a target score. Impact shows the effect on overtime, absence and turnover for that unit, and what the change is worth. Run several scenarios side by side and pick the one that pays back fastest.
Baseline
Forecast (+6M)
Absence rate
4.2%
Employees with absences
Absence rate+19%
5%
Employees with absences
Days per employee
8.4days / month
Average monthly absenteeism days per employee
Days per employee+7.4%
9days / month
Average monthly absenteeism days per employee
Monthly cost
66,528CHF
Based on baseline absenteeism
Total cost+14%
75,600CHF
Forecast without taking action
ROI statement
The one page that ends the discussion.
Baseline against forecast, in the numbers finance already uses: absence rate, days per employee, monthly cost. What it costs, what it is projected to return, and over what period. It is the difference between asking for budget and presenting a business case.
Simulation & ROI
Move one driver and watch the business case move with it.
Pick an action area, set a target score and see the effect on overtime, absence and turnover — and what it is worth against what the programme costs. This is the shape of the calculation Impact runs; in your account it runs on your own data.
Projected annual effect
Overtime avoided
1 160 hours
CHF 43 500
Absence avoided
174 days
CHF 41 760
Turnover avoided
2,8 leavers
CHF 49 680
ROI statement
CHF 89 940 Net value in the first year
- Value per year
- CHF 134 940
- Programme cost per year
- CHF 45 000
- ROI
- 200 %
- Payback
- 4,0 months
Raise at least one target score above its current value to see an effect.
Illustrative model. The coefficients behind this page are plausible orders of magnitude chosen to show how the calculation works — not an atwork prediction. A real forecast is computed on your own feedback and business data, per unit, with the confidence that comes with it.
Business outcomes
Which outcomes you can put a number on.
Impact works against the outcomes your business already steers by. Each one is a use case in its own right — with its own drivers, its own cost logic and its own business case.
Absence
Days and episodes, linked back to the drivers that produce them.
Turnover
By unit and tenure band, priced at your own cost per replacement.
Your own KPI
If you track it and it has a cost attached, it can be modelled.
Customer & patient satisfaction
Unit-level satisfaction matched to the team that produces it.
Performance & goals
Goals set and reached, captured as an outcome in its own right.
Where the data comes from
Master data. Always current.
No CSV, no Excel.
Connect your HR system to atwork once. From then on master data, org structure, joiners and leavers sync on their own — and overtime, absence and turnover flow straight into your business KPIs and the simulator.
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Your HR system
Abacus, SAP SuccessFactors, Personio, Workday and 90+ more. You decide which fields may be read.
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The integration platform
Kombo makes the connection, maps the fields into one format and syncs periodically. Credentials stay encrypted at Kombo.
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atwork
Receives exactly the released fields: master data, circles, demographics — as the basis for surveys, business KPIs and actions.
98 HR and payroll systems supported
Abacus Umantis
SAP SuccessFactors
Workday
Personio
rexx systems
HRworks
BambooHR
HiBob
Sage HR
ADP Workforce Now
DATEV
+ 84 more
The model behind it
Why the number holds up.
A prediction is only as good as the model underneath it. Impact does not estimate from an industry average — it computes on your own data, through models built for exactly this question: which driver moves which business outcome, in which part of your organisation, and by how much.
Meta Model
Employee feedback, business data and years of historical survey results are brought together in one structure. Established scientific models describe how influencing factors, HR outcomes and business outcomes hang together — so a driver score is never read in isolation, but always in the web of everything that moves with it. This is what lets Impact tell a genuine lever apart from a symptom.
Prediction Model
Machine Learning and a Multivariate Gaussian Graphical Model link survey data with business outcomes and reveal how each survey variable influences your HR and business KPIs — directly and indirectly. The output is not a correlation to interpret, but a quantified relationship: move this driver by this much, and this outcome is projected to move by that much, in this unit, over this period.
Scalable Domain Expertise
The model does not start from zero for every customer. It draws on scientific meta-studies, the expertise of top universities and practitioners, and the accumulated evidence of what has actually worked across organisations, industries and company sizes. That is why a prediction for a 300-bed hospital and one for a 2,000-person plant are not the same prediction.
