Mental and physical health, as well as well-being in the workplace, play a crucial role in corporate performance. This is all the more true with Bill 27 and the prevention of psychosocial risks, which address decision-making autonomy, workload management, equity within the organization, recognition of efforts, and the support they receive on a daily basis.
Whether you're looking to improve an existing program or create one from scratch, we're here to support you every step of the way.
Why develop a health and well-being strategy for your organization?
For your actions to bear fruit, they need to be part of an integrated strategy that goes beyond one-off actions. The benefits of such an approach are numerous.
A healthy, balanced work environment fosters employee satisfaction and commitment, and improves their productivity, creativity and ability to innovate.
Particular attention to stress management and psycho-social risks helps prevent burnout, frequent sick leave and team conflicts.
Ensuring employee health and well-being also means complying with law 27.
It's also an opportunity to improve management practices.
Health and well-being: everyone's business
Employees need to be aware of their own mental and physical health, and of the tools available to improve it.
Managers play a key role in identifying and managing stress in their teams, as well as their own, and in promoting a healthy working environment.
HR is responsible for implementing wellness and psychosocial risk management policies and programs.
Management must commit to a comprehensive wellness policy and make it a strategic priority.
How to develop a culture of health and well-being
Designing and integrating programming and initiatives that promote health and well-being at organizational level, a project that is built together.
Carrying out an audit of the current situation and existing initiatives, based on available data, to identify areas of risk and specific needs.
This audit involves data collection, analysis and risk assessment. The result is a set of recommendations tailored to the organizational context.
- Deliverable :Diagnosis and recommendations
Establishment of an action plan including workshops, training, coaching and awareness campaigns on physical and mental health for managers and employees. This plan also integrates psychosocial risks (PSR).
To ensure the relevance of future actions, objectives are clearly defined, along with feedback on expectations. Performance indicators can then be put in place to measure the impact of initiatives.
- Deliverable: action plan
Once the action plan has been delivered, the next step is to ensure its deployment. This involves planning, organizing and leading the support programs identified, according to a defined timeline.
- Deliverable: Implementation of learning and development solutions, designed according to the company's context and the work reality of the people concerned; and according to the established timetable.
Monitoring of performance indicators identified during the development of the action plan. The gap between the initial situation and the current situation enables the defined solutions to be adjusted.
These adjustments are necessary to promote change and ensure continuous monitoring and improvement. They also make it possible to associate the coaching with internal practices and facilitate its appropriation by all employees.
- Deliverable: Analysis of results and recommendations for adjustments.
Training
You can also register your team members for one of our public sessions, either in person or remotely. They take place with other participants from a variety of companies.
Available dates are posted on each training page.
Health and well-being trainingsOur Expert
