THRIVE APAC · Program Control Dashboard
An illustrative view of how I think about measurement, country readiness, and outcome tracking across APAC. In practice I'd align to the cadence and metrics the global team already uses.
Illustrative filter interaction — data does not change
OPENNESS INDEX
40%
▲ +2 vs last Q
target 65, end of Y3
Quarterly pulse survey: % who agree "I'd feel comfortable telling my manager I'm seeing a counselor." Source: anonymous 5-item pulse, all APAC employees.
EAP USAGE
3.6%
▲ +0.4 vs last Q
target 8.0
Unique employees who used at least 1 EAP session this quarter / total eligible headcount. Source: ComPsych quarterly utilization report.
FIRST TIME EAP USERS
38%
▲ +4 vs last Q
higher = better
Of all EAP users this quarter, % who had never used EAP before. High ratio means awareness campaigns are reaching new populations. Source: ComPsych new-user flag.
MHFA PER 100 STAFF
0.4
▲ from 0.24
target 2.0, Y2Q4
Number of certified Mental Health First Aiders per 100 employees across APAC. Target ratio ensures every employee has a peer supporter within reach. Source: internal MHFA certification registry.
MGR TRAINING
18%
▲ pilot cohort only
target 90, Y2Q4
% of people managers who completed the 3-module well-being referral training (Notice, Respond, Model). Currently pilot cohort in SG/HK/TW only. Source: LMS completion data.
COUNTRIES ON TRACK
3/8
1 red, VN gap
G3, V4, R1
Countries meeting all 6 readiness criteria (EAP poster, MHFA, local EAP, Slack, mgr training, pulse). G=green (on track), V=watch (amber), R=at risk (red). Source: quarterly readiness audit.
Outcomes (what we're trying to move)
quarterly pulse + weekly micro-pulse
HAPPINESS
Weekly micro-pulse 6.8/10
Quarterly reflection 7.1/10
Weekly = real-time experienced self (2-question push). Quarterly = remembering self (retrospective). Gap between them reveals evaluation bias.
STRESS LEVEL
Negative emotion freq 22%
Burnout risk flag 8%
% reporting negative emotions in past week. Burnout risk = 3+ consecutive weeks above threshold.
JOB SATISFACTION
Satisfaction score 72%
Voluntary turnover 4.2%
Satisfaction from quarterly pulse. Turnover = lagging confirmation. Satisfaction drop predicts turnover 2 quarters ahead.
SENSE OF PURPOSE
Purpose alignment 68%
Discretionary effort 74%
"My work contributes to something meaningful." Discretionary effort = "I go beyond what's required." Both predict retention and innovation.
Strategic Drivers (the levers we control)
improving these moves the outcomes above
Country Status Matrix
Illustrative planning scenario
| COUNTRY | STATUS | TIER | OPENNESS | Δ Q | EAP USAGE | MHFA /100 | MGR TRAINING | NEXT MILESTONE |
|---|---|---|---|---|---|---|---|---|
| Singapore | ON TRACK | Fast track | 44% | +3 | 4.8% | 0.90 | MHFA wave 1 complete | |
| Hong Kong | ON TRACK | Fast track | 42% | +2 | 4.1% | 0.70 | Workshop series launch | |
| Taiwan | ON TRACK | Fast track | 41% | +3 | 3.9% | 0.65 | 30-day follow-up cycle 1 | |
| China | WATCH | High cmplx | 39% | +2 | 5.6% | 0.40 | Local vendor live, WeChat channel | |
| Japan | WATCH | Deep stigma | 27% | +1 | 1.8% | 0.20 | Anonymous channel setup | |
| Korea | WATCH | Deep stigma | 26% | +1 | 1.6% | 0.18 | Works council review | |
| Vietnam | AT RISK | Supply gap | 31% | +0 | 0.9% | 0.10 | VN-language hotline, vendor escalated | |
| Philippines | AT RISK | Supply gap | 33% | +1 | 2.2% | 0.25 | Tagalog counselor pool verification |
Potential Business Outcomes
directional relationships, not causal claims
Well-being indicators may be associated with retention, engagement, absence, and employee experience. Relationships should be validated using NVIDIA's own baseline and longitudinal data.
Trust & openness
→
Potential retention signal
Manager capability
→
Potential engagement signal
Belonging
→
Potential experience signal
Well-being pulse
→
Potential absence signal