A Smarter Way to Workplace Wellbeing

Start with Insight. Not assumptions.

We combine workforce insight, behavioural thinking and specialist expertise to understand what your people really need - then turn that understanding into targeted action and measurable change.

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THE SAVAGE COLLECTIVE APPROACH

A clear approach. Build around your people.

01

Discover

A clear approach. Build around your people.

02

Design

Turn insight into the right strategy.

03

Deliver

Create meaningful behaviour change.

04

Measure

Understand what changed.

A laptop and smartphone displaying workplace wellbeing dashboards and surveys on a light-colored desk with a potted plant and small dish with rings.

Start with insight.

01

Discover

We begin by understanding what’s really happening beneath the surface - combining employee insight with organisational data to identify the factors influencing wellbeing and performance. 

Workforce insight | Key Trends | Risks & Blockers | Priority Opportunities
A printed report titled "Workplace Wellbeing Insights" is on a table, showing charts and data about workplace wellbeing. There is a glass of water, a black notebook with 
Design

02

Turn insight into action.

We use what we’ve learned to identify the areas where targeted support can make the greatest difference - creating an approach aligned to your people, culture and business priorities. 

Your Data | Your Priorities | Your Culture | Your People
A person holding a smartphone displaying a wellness app with mood, daily habits, and wellbeing score, with a coffee cup and a notebook on a cozy beige blanket nearby.

03

Deliver

Create change that lasts.

The right specialists, interventions and experiences are brought together around your priorities - from workshops and coaching to structured programmes and digital support. 

Expert Led | Evidence-informed | Practical | Designed for real life
Workplace wellbeing dashboard overview for April to June 2024 showing scores for wellbeing (68 out of 100), engagement (72 out of 100), and culture index (72 out of 100). Includes wellbeing score over time, top drivers like energy, stress, sleep, focus, and engagement, key insights on stress and energy levels, participation at 82%, high data confidence, and next review scheduled for July to September 2024. The dashboard has a sidebar menu with options like overview, wellbeing, engagement, performance, trends, reports, recommendations, and organization. 
Measure

04

Demonstrate real impact.

We measure what changes, identify what’s working and show where further attention is needed - helping wellbeing evolve alongside your organisation. 

Measure | Learn | Refine | Repeat

Frequently Asked Questions

  • Most wellbeing support is reactive or one-size-fits-all. We start with insight, identifying what’s really affecting your people so you can focus investment where it will make the greatest difference.

  • Very little. The initial wellbeing profile takes around 15 minutes, with any ongoing activity designed to fit easily around the working day.

  • We keep it simple. We manage setup, onboarding, communications, rollout materials and ongoing support, minimising the workload for your internal team.

  • Quickly. Once employee profiling is complete, initial organisational insights can usually be available within a few days - giving you an early picture of key trends, risks and opportunities.

  • Individual wellbeing scores are never shared with managers. Organisational reporting is anonymised and only provided where minimum group sizes protect confidentiality, with data managed in line with UK GDPR requirements.

  • Absolutely. In fact, that’s where we recommend starting. The Workplace Wellbeing Audit gives you a clear picture of what your people need before you decide what action, if any, should come next.

A woman with blonde hair sitting at a wooden table working on a silver MacBook laptop in a modern kitchen with a large vase of pink and white flowers in the background.

Let’s start with insight.

Understand what your people need and where wellbeing can make the greatest difference.

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