Choose together with finance where to invest.
HR comes with good plans. Finance asks what they deliver. And then the conversation stalls. This white paper gives you one language, one matrix and one calculation, so you can choose together where to invest. In time for the 2027 budget.
- The language of finance, and what a controller checks
- Four formulas you both understand
- One matrix for impact and certainty
- Two worked examples and a six-week plan
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You get right away:
Four figures to bring to the table, four formulas, two scales and a matrix, two worked examples with break-even, a six-week plan and a business case worksheet.
Where the conversation stalls.
HR talks about people, finance about money. Both are right, and they talk past each other. Four sentences where it goes wrong:
Misunderstanding 1.
“We need to invest in wellbeing.”
Finance hears: a cost with no end.
Misunderstanding 2.
“Engagement is falling.”
Finance asks: where does that show in the numbers?
Misunderstanding 3.
“We need a leadership programme.”
Finance asks: for whom, and what does it deliver?
Misunderstanding 4.
“You cannot put a price on this.”
Finance hears: then I cannot weigh it up either.
What is in the white paper
Sound familiar?
The budget round, what you ask of each other and what a controller checks.
The figures
Four figures to bring to the table, and why prioritising is mainly about choosing.
One language
Four formulas for absence, turnover, open vacancies and doing nothing.
Choosing
Two scales, one matrix and two worked examples with break-even.
Evidence
Where what employees say improves the choice.
Working together
Six weeks to the budget, an annual cycle, five pitfalls and a worksheet.
White paper: Counting on people
- What finance asks, and what HR wants finance to see
- Four formulas for absence, turnover, vacancies and doing nothing
- A matrix for impact and certainty
- Two worked examples with break-even
- A six-week plan and a worksheet on one A4 page
A look inside the white paper
This is what it looks like
From the white paper
For finance, absence is often the biggest item.
In the first quarter of 2026, sickness absence in the Netherlands was 5.8%, and as high as 8.2% in healthcare. Absence due to work stress costs employers in the Netherlands €4.9bn a year. The white paper shows how to calculate together with finance what a targeted approach needs to deliver.
Download the white paperSickness absence in the Netherlands
Statistics Netherlands (CBS), 2026 (absence); TNO, 2025, based on NEA 2023 (work stress)
Where is the issue, and does it work?
Financial figures show that something is going on. What employees say shows where and why. With Deepler, you see per team where workload, leadership or a lack of clarity is the issue, and after an approach you measure again on the same questions. So next year you talk to finance about evidence instead of assumptions.
- See per team where your investment delivers most
- The cause behind absence and turnover
- A follow-up measurement as evidence for finance
Trusted by small and large
Experiences of customers who make a difference with us.
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Larren
Recruitment Lead,
De Selectie
“Recently, I used Deepler to arrive at an EVP. Great what they were able to achieve in a short time! In a period of two weeks, we collected information and were able to continue with our AMC plan. In any other situation, it takes weeks, if not months, to get this done. Contact is good, friendly and constructive. Very nice club to work with.”
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Douwe
Recruiter,
Securitas
“Ideal tool and company to gain more and better insight into the organization and employees as an organization! And especially with speed! For us, it was also the need to get tools for the topics of retention, to prevent future absenteeism or turnover. I also have experience with other parties and I sincerely value the speed of switching, follow-up and personal contact with Deepler. Absolutely recommended.”
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Jolanda
HR Business Partner,
Nedcargo
“Deepler is a great tool for continuously collecting feedback from our employees. This input is then centrally available for us as management, but also for managers who benefit from it.”
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Jonathan
Manager,
UWV
“What makes Deepler special is that it doesn’t get stuck in numbers. It helps you immediately understand where it is and what teams need. For us, this ensured that employees themselves came up with areas for improvement and took responsibility for them. The insights were sharp and useful, but most importantly: the conversation that started afterwards made the difference. Thanks to Deepler, we didn’t get a paper plan, but change that was supported by the people themselves.”
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Amadeus
COO,
OSRE
“The software has a positive impact on us as a rapidly growing organization. By better understanding what is going on in the workplace and what people offer as solutions for improvements, we can make more effective decisions. The platform helps us to gain real-time insight and to respond directly to it via the tool.”
Choosing, not persuading.
Download the white paper and go from a loose wish list to well-founded proposals for the 2027 budget.
- Speak the same language as finance
- Cost the problem, not the solution
- Choose on impact and on certainty
- Work with a break-even instead of an ROI
- Start now, six weeks before the budget
Download the free white paper
Straight to your inbox. No spam. No obligations.