WPI™ — Wellbeing
Developing a structured view of workplace wellbeing across physical comfort, energy, movement, stress and mental clarity, and recovery and sleep.
Focused on building structured, measurement-led workplace wellbeing programmes for organisations in India — connecting employee wellbeing interventions with clearer outcome reporting.
Souvik De is the Founder and Director of SoulCare Workplace Solutions Pvt. Ltd., a workplace wellbeing company headquartered in Guwahati and building a pan-India delivery network.
With more than 14 years of experience across fitness, business operations, corporate alliances, learning and development, and employee wellbeing, his work is focused on one core problem: how organisations can move beyond one-off wellness activities and build structured programmes with measurable outcomes.
Through SoulCare Workplace Solutions, Souvik is developing a measurement-led approach that combines workplace wellbeing assessment, targeted specialist interventions, work-impact measurement, organisational evidence, and outcome reporting.
His current work includes the development of SoulCare's Workplace Wellbeing Index (WPI™) and a broader workplace performance measurement framework intended to help HR and leadership teams interpret change more systematically.
Souvik works with a multidisciplinary network of specialists across ergonomics, movement, nutrition, mental wellbeing, mindfulness, yoga, and preventive health. He leads SoulCare's corporate partnerships and workplace wellbeing strategy.
“Corporate wellness should move from attendance-based activity to structured measurement, responsible interpretation, and better workplace decisions.”
— Souvik De, Founder & Director, SoulCare Workplace SolutionsDeveloping a structured view of workplace wellbeing across physical comfort, energy, movement, stress and mental clarity, and recovery and sleep.
Separating self-reported wellbeing from perceived work impact so employee experience and workplace functioning are not treated as the same metric.
Exploring how aggregated programme findings can be interpreted alongside appropriate HR data and business context without overstating causation.