Measuring BGF Impact

Is BGF really worth it — and how do I measure it?

Capture a baseline before you start and compare the same metrics over 12 months (target vs. actual). Combine multiple indicators — sick leave, presenteeism, turnover, participation — and validated instruments (WHO-5, WAI, COPSOQ) instead of just sick days.

Instruments & metrics — and how BGF-Kompass captures them

Instrument / Metric	Measures	Standard / Source	In BGF-Kompass
WHO-5 Well-Being Index	Psychological well-being	WHO	Micro-survey, trend in the management dashboard
Work Ability Index (WAI)	Work ability	BAuA / Research	Periodic survey
COPSOQ	Psychosocial strain & work quality	Copenhagen Psychosocial Questionnaire	Standard questionnaire integrated
Sick Leave / Absenteeism	Days lost, sickness rate, case duration	BAuA / DGUV metrics	KPI tracking + annual report
Presenteeism	Working while sick, reduced performance	iga.Report	Anonymous pulse survey
Participation Rate	Uptake of measures	—	Tracked per measure
ROI	Benefit vs. cost	iga.Report / Chapman (2012)	Report metric

Baseline first, then target-vs-actual over 12 months

Impact can only be measured if a starting value exists. Capture the metrics before rollout (baseline) and then regularly capture the same values afterward — turning a snapshot into a reliable trend.

Look at developments over at least twelve months. Seasonal effects (e.g., flu waves) distort shorter comparisons.

Combine multiple indicators — not just sick leave

Sick leave alone falls short. The measurement only becomes meaningful once you combine several indicators:

Sick leave & absenteeism (sickness rate, case duration) — BAuA/DGUV metrics.
Presenteeism (working while sick) — often causes higher costs than absenteeism (iga.Report).
Turnover & early turnover — an indicator of retention and working conditions.
Participation rate — a measure can only work if it's actually used.

Validated instruments: WHO-5, WAI, COPSOQ

Instead of building your own questions, use established, validated instruments — that way your results are comparable and scientifically sound:

BGF-Kompass captures these as short, anonymous micro-surveys and makes the trend visible in the management dashboard — always use the same questions so trends can emerge.

WHO-5 Well-Being Index — psychological well-being (WHO).
Work Ability Index (WAI) — work ability (BAuA/research).
COPSOQ (Copenhagen Psychosocial Questionnaire) — psychosocial strain and work quality.

Making ROI visible

The financial effect can be roughly compared: benefit (fewer sick days, lower turnover, lower absence-related costs) against cost (time, providers, materials).

The evidence is well documented: the iga.Report and studies such as Chapman (2012) show an ROI of roughly 1:2.7 to 1:5.6 depending on the setting, along with significantly reduced absenteeism. BGF-Kompass summarizes the relevant metrics in the automatic annual report.

How BGF-Kompass makes impact measurable

BGF-Kompass connects the methodology to the ongoing process: a maturity check as the baseline, WHO-5/COPSOQ micro-surveys for experience, KPI tracking for sick leave and participation — and an automatic annual report that makes progress visible to leadership.

Related measures & topics

Key takeaways

Baseline first, then target-vs-actual over at least 12 months — otherwise impact can't be proven.
Combine multiple indicators (sick leave, presenteeism, turnover, participation), not just sick days.
Use validated instruments: WHO-5, WAI, COPSOQ — comparable and scientifically sound.
BGF-Kompass operationalizes exactly that: micro-surveys, KPI tracking, and an automatic annual report.

Frequently asked questions

Which metrics matter most?+

A combination: sick leave/absenteeism, presenteeism, turnover, and participation rate — supplemented with validated survey instruments (WHO-5, WAI, COPSOQ). Single metrics like sick leave alone are too easily distorted by seasonal effects.

How long do I need to measure before effects become visible?+

At least twelve months, because seasonal fluctuations distort shorter comparisons. What matters is a baseline value captured before the start and then always the same metrics afterward for a clean target-vs-actual comparison.

What validated questionnaires exist?+

Established options are the WHO-5 Well-Being Index (psychological well-being), the Work Ability Index (WAI) for work ability, and COPSOQ (Copenhagen Psychosocial Questionnaire) for psychosocial strain. BGF-Kompass deploys these instruments as anonymous micro-surveys.

Does workplace health promotion pay off financially?+

The evidence suggests yes: the iga.Report and studies such as Chapman (2012) show an ROI of roughly 1:2.7 to 1:5.6 and reduced absenteeism, depending on the setting. The precondition is that impact is proven through metrics, not just claimed.

Make BGF impact measurable — with BGF-Kompass

BGF-Kompass captures WHO-5/COPSOQ as micro-surveys, tracks sick leave and participation, and summarizes the development in the automatic annual report — the evidence that counts with leadership.

Check BGF maturity in 3 min View the evidence

Sources

Last updated: 2026-06-17. Not legal or tax advice — have your specific case reviewed by a professional.

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