Teleios Flourishing Index — A Whole-Person Diagnostic

Introducing the Teleios Flourishing Index

Your People Aren't Engaged.
They're Surviving.

Traditional engagement surveys measure behavioral outputs. The TFI measures the seven conditions that make sustained, high-quality execution possible in the first place — diagnosing the root cause, not just the symptom.

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21%
of global employees were engaged in 2024 — a decade low (Gallup)
$438B
in lost productivity from disengagement in 2024 alone (Gallup)
94.3%
engagement favorability for employees with high wellness vs. 46.3% for those with low wellness (Quantum Workplace)
43%
higher turnover in disengaged teams vs. engaged ones (People Element)

The Problem

Most organizations are measuring
the symptom, not the system.

The Core Insight

"Engagement does not produce well-being. Well-being produces engagement. Most surveys have this backwards."

The data is stark: employees with very low wellness across physical, financial, and emotional dimensions score a median 46.3% in engagement favorability. Those with very high wellness score 94.3%. (Quantum Workplace) You cannot engineer engagement from the outside in.

01

Surveys measure behavioral outputs

Satisfaction, loyalty intent, and NPS scores are downstream results. They tell you what happened — weeks or months after the root cause took hold.

02

The score becomes the goal

Organizations optimize for survey performance rather than the conditions that produce genuine performance. The score goes up. The root cause stays.

03

HR owns the results — leadership doesn't

When engagement data sits in a people report rather than a leadership strategy meeting, it rarely produces structural change. It produces programs.

04

The whole person is missing

Burnout, financial stress, lack of purpose, broken trust — these are the actual drivers. Most surveys will not surface them until a resignation letter arrives.

The Difference

Not an engagement survey.
A strategic diagnostic.

The TFI is designed to be owned by leadership — not HR — because its findings belong in the strategy conversation, not the HR report.

Traditional Engagement Survey
Measures job satisfaction
Asks if employees will stay
Focuses on the employment relationship
Produces a score
Lagging indicator
HR owns the results
Generates programs and perks
Teleios Flourishing Index (TFI)
Measures capacity for sustained execution
Asks whether performance conditions exist
Focuses on the whole person in context
Produces a root-cause diagnostic
Leading indicator of execution risk
Leadership owns the implications
Generates structural strategy conversations

The Framework

Seven Dimensions of
Whole-Person Flourishing

Each dimension is measured with 4–5 closed-response items plus open-text prompts. A gap in any dimension is a strategic risk. A gap in multiple dimensions is an execution crisis.

01
Purpose & Meaning
Does work connect to something larger than the task list?
02
Execution Clarity
Can people do their work without structural friction?
03
Relational Trust
Are leader and teammate relationships genuinely healthy?
04
Growth & Development
Is there a meaningful professional future inside this organization?
05
Capacity & Sustainability
Is the workload sustainable — or is burnout quietly accumulating?
06
Psychological Safety
Can people be honest and take risks without consequence?
07
Whole-Life Integration
Does life outside work support — or undermine — performance?
Financial stress, personal stability, and work-life coherence are among the most significant — and most ignored — performance variables in the middle market.

The Process

From deployment to strategic readout
in four weeks.

Teleios manages the entire diagnostic process — fielding, analysis, and the leadership readout session that transforms data into strategy.

01
Phase 1
Deploy
Weeks 1–2
Survey fielded org-wide or by targeted segment. 41 items across seven dimensions, 12–15 minutes to complete. Teleios manages all deployment and communication.
02
Phase 2
Analyze
Weeks 2–3
Dimension scores, cross-pattern analysis, segment breakdowns by department, tenure, and level — plus qualitative open-text mining for root-cause clusters.
03
Phase 3
Readout
Week 4
90-minute leadership session connecting each finding to its strategic and financial implication. Structured as a strategy conversation — not a data presentation.
04
Phase 4
Respond
Ongoing
Strategic response through Strategic Planning & Execution, Leadership Development, Executive Coaching, or Succession Planning — as indicated by findings.

The Business Case

The ROI is not in question.
The question is whether you're capturing it.

$2+
returned for every $1 invested in comprehensive well-being programs
Wellhub, 2024 Return on Wellbeing Report
53%
less likely to leave when employer genuinely prioritizes their well-being
Holisticare, 2024
95%
of companies measuring wellness ROI see positive returns — up from 90% in 2023
Wellhub, 2024
4.2×
more likely to be engaged when supported to learn and develop new skills
Work Human, 2024
9%
voluntary turnover at organizations with strong well-being programs vs. 15% without
Holisticare, 2024
150%+
ROI achieved by 24% of companies with holistic programs addressing 4+ dimensions
Wellhub, 2024
A 150-person company at 15% voluntary turnover and a $75K average salary absorbs roughly $1.7M annually in replacement costs. Reducing that rate to 9% — the figure associated with strong well-being programs — recovers approximately $675,000 per year. The TFI identifies precisely where the risk is concentrated before it shows up in your turnover data.

The Next Step

Ready to Diagnose Your
Organization's Flourishing Capacity?

A 20-minute conversation is the right first step. We'll review your current execution landscape, determine whether the TFI is the right diagnostic at this moment, and design a deployment plan if it is.

Book a Discovery Call Email Drew Directly
drew@teleiostrategy.com  ·  teleiostrategy.com  ·  Drew Yancey, PhD