CFO asks: How to calculate Empatyzer ROI from existing HR data

To calculate Empatyzer ROI, first define a pre-deployment baseline for each KPI (turnover, absence, onboarding time, delays, escalations) and collect the parallel market trend for the same period. Adjust expected post-deployment results for any market-driven change (for example a general turnover shift of ±5%) so you do not over- or under-attribute effects to Empatyzer. Choose an attribution window that fits the effect latency, commonly 6-12 months, and where possible use a control group or a difference-in-differences approach. The gross effect attributable to Empatyzer is the observed post-deployment result minus the trend-adjusted expected result. Convert each effect to money: avoided departures times replacement cost per hire; reduced absence days times daily labor cost; onboarding time saved times hourly labor rate; delays translated into lost revenue or project costs; fewer escalations converted to HR/manager time saved multiplied by their hourly rates. Sum these savings as annual benefits and subtract total Empatyzer costs (licenses, minimum HR/IT support, communications). Compute ROI as (benefits - costs)/cost and present the payback period. For credibility run sensitivity analyses with pessimistic, base and optimistic scenarios for market trend and cost assumptions. If you have enough data, apply statistical tests or regression models to estimate significance and isolate Empatyzer's impact. Report quarterly, track leading indicators (for example microlearning completions or fewer HR tickets) and present net results plus scaling scenarios to support board decisions.

Compare results to your baseline and the market trend, convert changes to monetary value, subtract costs and run sensitivity and statistical checks to produce a defensible ROI metric.