QWL index
A quality-of-working-life measure that links employee experience to work ability and productivity. Measurements are targeted at organisational levels, line-manager areas of responsibility and professional groups.
The Lumiverse system
Workforce productivity in euros, not guesswork.
Lumiverse measures quality of working life across the whole organisation, identifies work-ability and workforce risk at unit and team level, and gives every line manager concrete recommended actions — along with an estimate of what those actions are worth in euros.
- QWL index, recommendation index and variance analytics
- Results and recommendations at line-manager level
- Supports the employer’s duty to monitor
The system
What Lumiverse measures
Lumiverse runs employee surveys along the organisational hierarchy and brings the analytics together into a single whole. The aim is that measurement does not stop at a report — it turns into action.
Recommendation index and custom questions
The recommendation index measures how likely employees are to recommend their workplace. Alongside it you can ask your own additional questions on themes such as leadership, work ability, change, or how well the work community functions.
Workforce and work-ability risk
Identifies risks relating to workload, work ability, turnover and organisational capacity before they materialise — and targets preventive action.
Variance analytics
Shows the variation inside the organisation: which units, professional groups and organisational levels differ most in wellbeing, leadership and risk.
Systems intelligence
Analyses, along the organisational hierarchy, how each level identifies problems, learns from experience, responds to change and develops its own work.
Change capability
Assesses how units absorb change and sustain wellbeing during it — and where support is worth directing.
Professional-group analytics
In a large organisation, working conditions, workload factors and work-ability risks differ substantially between professional groups. The analytics separate them out.
Financial impact
Estimates what reducing workforce risk, strengthening work ability, managing sickness absence and lowering turnover can be worth in euros. The savings potential typically runs from tens of thousands of euros into the millions.
Who it serves
Four views of the same measurement
One measurement produces different things for leadership, for HR, for the line manager and for staff. Each gets their own view and their own results.
For leadership
Organisation-level analytics and reporting that follows the hierarchy. We go through the results with the executive team after every measurement.
- Organisation-wide picture and direction of travel
- Strategic assessment of workforce risk
- Prioritisation of development measures
- Financial impact of workforce development
For HR
The tools to direct development and support where the need — and the potential impact — is greatest.
- Variance between units and professional groups
- Early identification of work-ability and turnover risk
- QWL and risk analytics by professional group
- Support for meeting the employer’s duty to monitor
For line managers
Your own unit’s results in a form that supports day-to-day leadership and team development — not just another report.
- Your unit’s results and how to read them
- Concrete recommended actions
- Remote coaching three times a year
- Comparison against other units
For staff
The measurement is not one-way. Respondents see their own unit’s results and how their own quality of working life is developing — they do not simply fill in a survey.
- Own unit’s results, aggregated
- Personal QWL profile
- Change between measurement rounds
- Individual answers are never shown to your line manager or to leadership
Deployment
From deployment to first measurement
Deployment runs in stages. It requires no changes to your existing systems and no separate integration project.
- 1
Organisational hierarchy
Your hierarchy is loaded into the system in a single run. It is the foundation of the analytics: results are targeted at organisational levels, line-manager areas of responsibility and professional groups.
- 2
Pre-deployment review
We work through information security, personal data processing, retention and archiving, access rights and roles, technical architecture and the DPIA before the system goes live (Finnish: porttikäsittely).
- 3
First measurement
Question content and reporting views are finalised together, user roles are confirmed, and the first employee measurement is carried out.
- 4
Results and action
The executive team reviews the results with us. Line managers receive their own results, recommended actions and coaching.
After deployment the organisational hierarchy is maintained through a purpose-built interface — reorganisations do not require a new deployment project.
Scientific foundation
Research, not rules of thumb
At the core of our method is the QWL index (Quality of Working Life) — a measure that links employee experience to work ability and productivity. It rests on peer-reviewed academic research.
Our shareholder Marko Kesti has researched the measurement and analysis of workforce productivity for years, and we continue to develop the models against the latest findings.
Marko Kesti
Docent in workforce productivity, shareholder
Data protection
We handle workforce data
Workforce data is among the most sensitive information an organisation holds. That shapes how we work.
- Processing within the EU
- Personal data is processed and stored within the EU. This is our standing policy, not a per-deal arrangement. The sub-processors used are documented in the data processing agreement.
- Review before deployment
- Before the system goes live, a review gate covers and signs off the information security, data protection and architecture requirements. The individual items are listed in the Deployment section — so that deployment meets your own requirements.
- DPIA and division of responsibility
- A data protection impact assessment is carried out as part of deployment. Controller and processor roles, responsibilities and the duration of processing are documented during contract preparation.
- Aggregated reporting
- Results are reported at organisational levels and areas of responsibility, not as individual employees. We apply a minimum group size so that no individual can be identified from the output. A personal QWL profile is visible only to the respondent themselves — not to their line manager, and not to leadership.
- Access rights and visibility
- Visibility is defined by role: a line manager sees their own area of responsibility, leadership and HR see the organisational level. Access rights and what each user group can see are agreed during deployment.
- Data minimisation
- We collect only the data the analysis requires and retain it only for the agreed period. Data no longer needed is deleted when the contract ends.
Company
Lumiverse Oy
Lumiverse Oy is a Finnish software and data analytics company based in Otaniemi, Espoo, focused on workplace wellbeing, workforce productivity and workforce risk.
We built the Lumiverse system ourselves. It is dimensioned for organisations from a few hundred employees to tens of thousands — many units, and professional groups that differ substantially from one another.
- Founded
- 2021
- Employees
- 5
- Doctorates
- 2
- Dimensioned for
- 100+ employees
Contact
Let’s talk
Tell us briefly about your organisation and what you would like to find out. We will get back to you shortly.
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