Your best people are burning out.
They're disengaged, checked out.
And you can feel it.
We help senior leaders fix what wellbeing perks can't. So performance holds, key people stay, and you stop being the one holding it all together.
What this means for you
9 out of 10 of your people are under extreme pressure right now. That's not a wellness problem. It's a performance crisis hiding in plain sight. The ones who look fine are the ones closest to leaving.
Mental Health UK Burnout Report 2026What this means for you
Nearly half of HR professionals named burnout the single biggest business risk for 2026. Not recession. Not AI disruption. Burnout. They've stopped believing anyone will fix it.
People Management / HiBob 2026What this means for you
For a 500-person company, that's roughly ยฃ2.4M a year bleeding out through absenteeism, presenteeism and turnover. Every sick day, every resignation adds up.
Deloitte Mental Health & Employers ReportWhat this means for you
One in three of your team will leave this year. Each departure costs 6 to 9 months of salary. That's not HR's problem, it's a leadership problem no exit interview will solve.
Oxford Economics / CIPD Labour Market ReportWhat this means for you
Half of all full-time employees have already left a role because of stress, burnout, or mental health. They didn't ask for help first. They just left. Your best people are doing the maths right now.
Meditopia Workplace Mental Health Statistics 2026What this means for you
22.1 million working days wiped out by stress, depression and anxiety in the UK alone. That's not people being lazy. It's people who physically can't show up any more. The system broke them.
HSE Work-related Stress Statistics 2026What this means for you
9 out of 10 of your people are under extreme pressure right now. That's not a wellness problem. It's a performance crisis hiding in plain sight.
Mental Health UK Burnout Report 2026What this means for you
Nearly half of HR professionals named burnout the single biggest business risk for 2026.
People Management / HiBob 2026What this means for you
For a 500-person company, that's roughly ยฃ2.4M a year bleeding out through absenteeism, presenteeism and turnover.
Deloitte Mental Health & Employers ReportWhat this means for you
One in three of your team will leave this year. Each departure costs 6โ9 months of salary.
Oxford Economics / CIPD Labour Market ReportWhat this means for you
Half of all full-time employees have already left a role because of stress, burnout, or mental health.
Meditopia Workplace Mental Health Statistics 2026What this means for you
22.1 million working days wiped out by stress, depression and anxiety in the UK alone.
HSE Work-related Stress Statistics 2026You've spent the money.
Nothing's changed.
The meditation app
Downloaded by HR. Forgotten by everyone else within a week. 2% engagement by month two.
The gym membership
Subsidised for 500 people. Used by 30. The rest felt too exhausted to go.
The awareness day
A nice afternoon. Some free fruit. A guest speaker. Zero follow-through.
The resilience training
A half-day workshop. A certificate. Then back to the same broken system on Monday.
And yet...
Best people leaving
Your top performers are walking out the door first.
Same exit interviews
The same words, different mouths, quarter after quarter.
Managers firefighting
Too stretched to coach, too burned out to care.
You're the bottleneck
Holding it together through sheer force of will.
Your talent pipeline is bleeding out. Every departure costs 6 to 9 months of salary to replace. And it's your best people who leave first.
"Too much pressure." "No growth." "No one listens." The same words, different mouths, quarter after quarter.
Reacting instead of leading. Too stretched to coach, too burned out to care. They're keeping the lights on, and they're fading.
Holding it all together. Making it work through sheer force of will. But you're running out of road, and everyone can feel it.
The system was built to fail them.
Before you fix anything,
you need to know what's actually going on.
Two diagnostic tools. One living dashboard. Click below to see the system.
Where is pressure building?
10 questions. 2 minutes. Your leaders take it first. Maps pressure across 5 risk zones before it breaks.
โ You see the red flags before they become resignations.What are your people actually thinking?
18 anonymous questions covering trust, workload, support, and culture. For the first time, your people can be honest without consequence.
โ You get the truth. They feel heard.What do you actually do about it?
Both tools feed one dashboard. Patterns surface across your organisation โ not just what's broken, but which interventions move the needle fastest.
โ You stop guessing. You start fixing.This isn't theory.
It's been tested where it matters most.
Where is your business struggling?
The Pressure Test
Click for detailsYour Voice Matters
Click for detailsOkay, I've taken the test.
Now what?
We don't add another perk.
We fix the system.
The Pressure-to-Performance Playbook
Get the Truth
We surface honest data on where pressure is building, what people actually think, and where trust has broken down.
โ No guesswork. No waiting.Find the Bottlenecks
We find where decisions keep routing through one person. If work stalls when you take a day off, this is where we start.
โ Single points of failure, fixed.Fix Capacity
We reset workload and expectations before things break. The problem isn't attitude. It's load.
โ Fix capacity, not effort.Fix People Loops
Simple routines for feedback and conflict resolution. So the same issues stop resurfacing.
โ Systems that run without you.Make It Visible
We turn changes into visible proof. Invisible fixes don't rebuild trust.
โ Your people need to see it.We're not a wellness provider.
We're the mechanic your organisation calls when the engine is overheating and the dashboard lights are all on.
WHAT PARTICIPANTS SAID
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Over 350 participants in Daniel's military pilot program (2023-2024) provided feedback. The identities must be anonymous, according to military regulations.
How Can Centrepoint Help You?
We partner with you to build a practical wellbeing plan that fits your goals. We map the real needs of your people, then deliver the right mix of programmes, workshops, and support. Our aim is simple: better teams, greater engagement, less wasted perk spending, and more stable performance. Centrepoint runs in the background and beside your leaders, keeping momentum and measuring what matters.
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So Who Delivers This?
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Everything is designed and delivered by us. No subcontractors, no guest speakers, no outsourcing. The people who built the system are the ones in the room with your team.
Daniel James.ย
Ex-British Army Commando Officer
Defence Health & Wellbeing Advisor
Daniel spent nearly a decade in the British Army as a Commando Officer and Defence Health and Wellbeing Advisor. He understands what operational leadership under sustained pressure looks like because he lived inside it, not alongside it.
During that time, he designed and delivered the programme that became Centrepoint, reducing stress related absence by 73 percent across 350+ personnel. Before the military, he trained as a personal trainer, nutritionist and life coach, building a foundation in performance and habit formation that most consultants only study in theory.
At Centrepoint, Daniel is co-founder, lead coach and architect of the PULSE diagnostic system. He designed and built every tool, framework and programme element, and leads delivery across all courses, workshops and client engagements.
His authority comes from lived experience. He coaches and competes in Brazilian Jiu Jitsu, specialises in resilience and mindset, and operates by the same performance principles he teaches. Methods that do not work under pressure do not last. His do.
Lily James.ย
Corporate Wellbeing and Performance Coach
Movement and Performance Specialist
Lily spent years working in international recruitment and talent acquisition within FTSE-listed environments. She understands the pace, pressure and people challenges inside modern organisations because she worked within them, not alongside them.
Alongside her corporate career, she trained extensively in yoga, pilates, functional fitness and coaching, specialising in stress recovery, energy management and sustainable performance. Her expertise bridges workplace performance and human physiology.
At Centrepoint, Lily is co-founder and the voice behind the programme content, client communications and wellbeing philosophy. She co-designed the curriculum, shapes the client experience, and contributes to strategic direction and selected client engagements.
Her authority comes from seeing both sides. She understands how corporate systems create pressure and how the body responds under sustained demand. Her work focuses on practical change that improves energy, resilience and long-term performance without adding unnecessary complexity.
Questions.
What HR directors typically ask before getting started.
PULSE stands for Predictive Understanding of Leaders, Staff and Environment. It's a diagnostic system -- a leadership pressure test, an anonymous team survey, and a live dashboard -- that gives you an honest picture of where your organisation is under strain. So you can act on facts, not assumptions.
No. Most wellbeing programmes focus on the individual -- apps, resilience workshops, mindfulness sessions. An Oxford study of 46,000 workers found zero measurable impact from those approaches. We focus on the system: workload distribution, leadership habits, feedback loops, team capacity. That's where the problem actually lives.
Engagement surveys measure how people feel. PULSE measures where things are building -- bottleneck dependency, personal sacrifice, people drain, trust breakdowns, capacity gaps. It tells you where things are about to break, not just where people are unhappy. And it runs continuously, not once a year.
Yes. Start with the Pressure Test and Your Voice Matters survey, then decide where to go next. No upfront commitment to a full programme. Most organisations find the diagnostic alone pays for itself by showing exactly where to focus existing resources.
Typically 50 to 1,000+ employees -- where churn, sickness absence, and low engagement are genuinely expensive. We work best where someone in leadership is ready to fix the system, not just add another perk.
No. We design and deliver everything ourselves. Your people work directly with the coaches who built the system -- not a rotating list of associates.
We don't bolt things onto an already-full working week. We build habits into it. In our military pilot, completion hit 89% against a 30% industry average. The reason: it's practical, immediately useful, and doesn't feel like a wellness day.
In our military pilot with 350+ personnel: 73% reduction in stress-related absence, 41% reduction in stress-related medical issues, and three additional units requesting the programme. For your business, PULSE tracks retention, absence, engagement scores, and leadership capacity -- so you can see change in real time, not in next year's survey.
PULSE gives you a live baseline from day one, then tracks changes continuously. You see programme completion, behaviour change, and business impact -- retention, absence rates, culture scores -- all in one place.
