Faced with this scenario, organisations began to ask themselves a key question: how can mental health part of corporate culture become a reality? This shift in focus not only responds to the growing need for employees to feel supported, but also brings concrete benefits for companies, such as reduced absenteeism costs, increased productivity and greater talent retention.

However, integrating mental health part of corporate culture is not an immediate process. It requires a strategic, sustained approach that is aligned with the organisation’s objectives. In this article, we will analyse how companies can take this transformative step and how innovative solutions such as ifeel can become the ideal ally in making mental health part of corporate culture a fundamental pillar of organisational success.

The paradigm shift: from reaction to prevention

For years, many companies have addressed mental health issues reactively, intervening only when employees were already facing significant crises. However, this approach is unsustainable in the long term. According to the World Health Organisation (WHO), mental health problems cost the global economy more than $1 trillion a year due to lost productivity.

To reverse this trend, it is essential to adopt a preventive approach that allows companies to anticipate problems before they become crises. This involves not only providing accessible resources, but also creating an environment where mental health part of corporate culture becomes a daily priority. As Lisa Porres, Chief People Officer at Spotahome, points out:

‘Emotional well-being is essential for fostering creativity and determination, which are vital for ensuring medium- and long-term success.’

This preventive approach is key to understanding how to make mental health part of corporate culture, as it enables organisations to build a more resilient and sustainable environment.

How can mental health be made part of corporate culture?

Making mental health part of corporate culture should be a strategic priority in today’s workplace. This approach not only improves employee well-being, but also boosts productivity, reduces absenteeism and strengthens talent retention. Below, we explore the keys to ensuring that mental health is no longer an isolated issue, but becomes a central pillar of corporate DNA.

1. Committed leadership and setting an example from the top

Cultural change starts with leadership. Managers must be the first to demonstrate that mental health part of corporate culture is a priority. This involves not only talking openly about the issue, but also actively participating in well-being initiatives, as committed leadership is key to the success of mental health programmes.

Examples of actions to implement:

• Include mental health as a regular topic in meetings and internal communications
• Participate in workshops and training on emotional well-being
• Promote flexible working policies and work-life balance

2. Normalise conversations about mental health

For mental health part of corporate culture to become reality, it is essential to break the stigma surrounding this issue so that employees feel comfortable seeking help. This is achieved by creating safe spaces where people can talk openly about their emotional challenges without fear of reprisals.

3. Integrate mental health into organisational processes

Mental health part of corporate culture should be present in all areas of the company, from onboarding to performance reviews. This includes offering accessible resources, such as digital mental health solutions, and adapting corporate policies to reflect this commitment.

Example of integrating mental health into key processes:

4. Provide accessible and personalised resources

It is crucial that employees have access to tools and resources that enable them to effectively take care of their mental health. Solutions such as those offered by ifeel are ideal, as they combine technology and clinical expertise to provide emotional support at an enterprise scale.

Benefits of solutions such as ifeel:

• Rapid diagnosis and treatment, with access to therapists in less than 24 hours
• Personalised plans tailored to each employee’s level of risk
• Workshops and educational content that foster a culture of prevention

5. Measure and adjust continuously

For mental health part of corporate culture to be sustainable, it is necessary to measure the impact of the initiatives implemented and make adjustments as necessary. This not only ensures the effectiveness of the programmes, but also demonstrates the company’s commitment to the well-being of its employees.

Key indicators to measure:

• Reduction in absenteeism and turnover
• Increase in employee satisfaction and engagement
• Use of wellness resources, such as digital platforms and workshops

6. Foster a culture of prevention

Beyond reacting to problems, companies must adopt a preventive approach. This includes identifying risks early, educating employees about the importance of self-care, and providing tools that enable them to proactively manage their emotional well-being.

The role of ifeel in cultural transformation

Making mental health part of corporate culture is a challenge that requires effective tools and strategies to ensure sustainable change. This is where ifeel comes in, a comprehensive solution that combines technology and clinical expertise to address mental health at an enterprise level.

Key benefits of ifeel:

1. Rapid diagnosis and treatment: Employees can access a therapist in less than 24 hours, reducing waiting times and preventing problems from escalating
2. Personalised plans: Each employee receives an action plan tailored to their level of risk, from psychoeducational content to individual therapy
3. Measurable financial impact: ifeel helps companies reduce costs associated with absenteeism and turnover, generating significant savings
4. Culture of prevention: Through workshops and educational content, ifeel fosters a cultural change that normalises mental health in the workplace, helping companies understand how to make mental health part of corporate culture in an effective and sustainable way

Impact measurement: beyond ROI

The success of mental health initiatives is not only measured in financial terms, but also in the positive impact on employees’ lives. According to data from ifeel, companies that implement its solutions experience a 15-25% reduction in mental health-related absenteeism.

In addition, employees report greater satisfaction and commitment, which translates into a healthier and more productive work environment. This approach is key to understanding how to make mental health part of corporate culture, as it allows organisations to measure tangible and sustainable results.

Key indicators to measure when analysing a mental health solution:

• Reduction in absenteeism and turnover
• Improvement in employee satisfaction and commitment levels
• Increased engagement and use of mental well-being resources

Mental health at work: one of the biggest challenges facing businesses today

Making mental health part of corporate culture is not just a trend, but a strategic necessity. Companies that prioritise mental well-being not only improve the quality of life of their employees, but also strengthen their resilience and competitiveness in the market.

With solutions like those offered by ifeel, this cultural change is more achievable than ever. From prevention to intervention, ifeel provides the tools you need to transform mental health into a fundamental pillar of your organisation.

Now that you know how to make mental health part of corporate culture, are you ready to take the next step?

Although this symbolic date has no scientific basis, it serves as a reminder that the environment and working conditions have a real impact on team performance. For companies, the real challenge lies in learning how to leverage and adapt working conditions correctly to develop sustainable strategies that promote well-being and favour business results. Identifying and promoting these factors is not just a matter of empathy, but a strategic decision that drives business results.

This is where solutions such as ifeel become a key ally. Through innovative and personalised tools, ifeel helps companies to take care of their teams effectively, reducing costs related to absenteeism, staff turnover and loss of productivity.

Mental health: Beyond Yellow Day

The concept of ‘Yellow Day’ emerged as the opposite of Blue Monday, which is socially considered ‘the saddest day of the year’. In this case, while Blue Monday, celebrated in January, is associated with factors such as the cold, Christmas debts and lack of motivation, Yellow Day, celebrated every 20 June, celebrates optimism and happiness, attributed to good weather, longer hours of daylight and the proximity of the holidays.

It is clear that although both concepts lack a solid scientific basis (since it is impossible to say, in general terms, which is the happiest or saddest day of the year), these popular celebrations invite us to reflect on the impact of our environment on our mood and our levels of well-being.

However, although Yellow Day is an excuse to talk about happiness, the mental health of employees should not be taken lightly in the workplace. Mental health problems have negative consequences that directly impact financial results, not only as a matter of ethics but also at a business level.

In fact, according to the World Health Organisation (WHO), mental disorders such as anxiety and depression cost the global economy more than £1 trillion a year due to lost productivity.

In this context, companies are responsible for creating work environments that promote well-being on an ongoing basis. This not only improves the quality of life of employees, but also generates tangible benefits for the organisation, such as reduced costs associated with sick leave and improved commitment and talent retention.

Factors that influence mental health at work

How ifeel transforms mental health into business results

At ifeel, we understand that mental health is not just a benefit for employees, but a strategic investment for businesses. Our mental health solution combines advanced technology and clinical expertise to deliver a comprehensive approach that benefits both individuals and organisations. To do this, it carries out:

1. Early risk identification

Through data-driven assessment tools, ifeel identifies employees at risk of emotional problems before they affect their work performance. This not only improves employees’ quality of life, but also helps companies avoid costs associated with absenteeism and turnover.

‘Thanks to ifeel’s support and follow-up, we have been able to offer an emotional well-being service to our employees, always ensuring confidentiality throughout the process.’

— Virginia Grenón Lobato, Global Head of Human Resources Operations at Cabify, an ifeel partner company.

2. Personalised plans for each employee

Every person is different, and at ifeel we know that. That’s why we offer action plans tailored to each employee’s risk level, which can include everything from psychoeducational content to individual therapy.

3. Measurable financial impact

Implementing a solution like ifeel not only improves employee well-being, but also generates a positive financial impact. According to our data, companies can save between €15,000 and €50,000 for each high-risk case managed effectively.

4. Positive organisational culture

In addition to individual benefits, ifeel helps companies build an organisational culture that prioritises emotional well-being. This not only improves the company’s reputation as an employer, but also attracts and retains the best talent.

Strategies for implementing a sustainable approach to mental health

Mental health in the workplace should not be considered a one-off initiative or a reactive response to specific problems. Instead, it should be integrated as an essential component of organisational culture, aligned with the company’s strategic objectives. Below are some key recommendations for developing a sustainable approach that benefits both employees and the organisation:

1. Incorporate mental health solutions

Having a solution such as ifeel allows companies to offer their employees access to mental health resources in a confidential, personalised and scalable way. These programmes not only help manage existing emotional problems, but also act as a preventive tool to prevent stressful or anxious situations from turning into crises.

In addition, solutions such as ifeel include real-time risk assessments, personalised action plans and access to certified therapists, ensuring comprehensive support for employees.

2. Encourage flexibility and work-life balance

Work flexibility is one of the factors most valued by employees today.

Policies such as intensive working hours, remote working or additional days off not only improve work-life balance, but also reduce stress and increase motivation.

Companies that implement these measures often see an improvement in productivity and a decrease in staff turnover, as employees feel more valued and supported.

3. Promote training and awareness

Continuous training is key to empowering employees and helping them develop skills that enable them to better manage emotional challenges. Organising workshops and training sessions on topics such as mindfulness, stress management, resilience and effective communication not only benefits employees, but also strengthens the organisational culture.

In addition, involving leaders and managers in these initiatives is essential, as they play a crucial role in creating a healthy work environment.

4. Measure impact and adjust strategies

You can’t improve what you don’t measure. Using tools such as ifeel to assess the impact of well-being initiatives allows companies to identify which strategies are working and which need adjustment.

This includes measuring indicators such as reduced absenteeism, improved job satisfaction, or the level of participation in mental health programmes.

With this data, organisations can make informed decisions and optimise their resources to maximise the benefits for both employees and the company.

5. Integrate well-being into the organisational culture

Beyond specific initiatives such as Yellow Day, mental health should be part of the company’s values and mission. This means normalising conversations about mental health, encouraging open communication and ensuring that all levels of the organisation are aligned with the importance of wellbeing. An organisational culture that prioritises mental health not only improves the working environment, but also becomes a differentiating factor in attracting and retaining talent.

Mental health at work, one of the biggest challenges facing businesses today

Yellow Day can be a symbolic reminder of the importance of happiness, but the real challenge for companies is to ensure the mental health of their employees throughout the year.

With solutions such as ifeel, organisations can transform mental health care into a competitive advantage, reducing costs, improving productivity and creating a positive organisational culture.

Are you ready to take the next step in caring for your team’s well-being? Discover how ifeel can help you transform mental health in your company and make a real impact on your results.

But did you know that implementing these criteria can improve corporate reputation and generate significant cost savings?

It’s true. Beyond being an ethical commitment, integrating ESG criteria is a smart business strategy. These practices not only help manage risk and optimise resources, but also generate tangible benefits, such as reduced operating costs and improved talent retention.

This article will explore how companies that adopt ESG criteria can optimise their operations, reduce risks and ultimately save money. In addition, we will look at how solutions such as those offered by ifeel, which focus on employee mental well-being, can be a key pillar of an effective ESG strategy.

What are ESG criteria?

ESG criteria, which stands for Environmental, Social, and Governance, are a set of standards that assess how a company manages its impact in three key areas: the environment, society, and corporate governance.

These criteria are not only relevant to investors, but also to employees, customers, and business partners, as they reflect an organisation’s commitment to sustainability and social responsibility.

• Environmental (E): Includes carbon emissions management, energy efficiency, use of natural resources and sustainability policies.
• Social (S): Focuses on diversity, inclusion, occupational health and safety, and community relations.
• Corporate governance (G): Assesses transparency, business ethics, board composition and risk management.

Cost savings through ESG criteria

Adopting ESG criteria not only responds to legal obligations or social demands but also has a direct impact on cost optimization and company financial sustainability.

By addressing key aspects such as the environment, society and governance, organisations can improve their operational efficiency, strengthen employee engagement and optimise their bottom line. Below, we explore how ESG criteria generate tangible savings:

1. Lower capital costs:

According to studies, companies with higher ESG scores are perceived as less risky and more sustainable by financial markets. This allows them to access financing on more favourable terms, such as lower interest rates or greater willingness on the part of investors to support their projects.

This benefit, linked to perceptions of responsibility and sustainability, significantly reduces the costs associated with loans, bond issuance, and capital raising.

2. Reduced operating costs

Implementing sustainable practices, such as energy efficiency or proper waste management, can significantly reduce operating expenses. For example, the use of renewable energy not only reduces the carbon footprint, but also generates long-term savings in energy costs. This approach not only benefits the environment, but also improves the profitability of daily operations.

3. Lower employee turnover and absenteeism

The social criteria of ESG places a strong emphasis on employee well-being, which translates into lower turnover and absenteeism. Companies that prioritise mental health and well-being in the workplace not only increase the satisfaction of their teams, but also reduce the costs associated with hiring and training new employees.

Companies that invest in mental well-being programmes not only meet these standards, but also reap significant financial benefits. For example, solutions such as those offered by ifeel help companies identify and mitigate risks related to stress and burnout, achieving a 30% reduction in sick leave related to psychological issues.

In addition, mentally healthy employees are more productive, which has a positive impact on financial results. This approach not only improves productivity, but can also save between £15,000 and £50,000 for each high-risk employee who avoids a prolonged absence. By prioritising mental health, companies not only strengthen their commitment to ESG criteria, but also optimise their operational and financial performance.

4. Risk management and regulatory compliance

The governance criterion ensures that companies operate ethically and transparently, significantly reducing the risk of legal sanctions and reputational damage. This is especially critical in highly regulated sectors, where non-compliance can result in fines running into millions.

One example is the implementation of financial transparency policies, which ensure regulatory compliance and build trust among investors and shareholders, strengthening the organisation’s financial stability.

Implementing ESG criteria: Key steps

A structured approach is essential to ensuring that your company complies with ESG criteria effectively and sustainably. Below, we explain the key steps to implement these practices and maximise their impact on your organisation.

1. Initial assessment

The first step is to assess the company’s current performance against each of the ESG criteria. This includes measuring its carbon footprint, analysing its diversity policies and reviewing its governance structure.

2. Setting objectives

Once areas for improvement have been identified, it is crucial to set clear and measurable objectives. For example, reducing carbon emissions by 20% in three years or implementing a mental health programme for all employees.

3. Developing an action plan

This plan should include specific policies, resource allocation and metrics to measure progress. In the case of employee wellbeing, solutions such as those offered by ifeel can be easily integrated into action plans, delivering measurable results in less than six months.

4. Monitoring and optimisation

The use of analytics tools and dashboards allows companies to monitor their progress in real time and adjust their strategies as necessary.

ifeel: A strategic ally in the implementation of ESG criteria

ifeel not only helps companies comply with ESG criteria, but also has a direct impact on the bottom line. Its data-driven approach and ability to deliver customised solutions make it an indispensable tool for organisations seeking to be socially responsible and financially efficient.

Mental health at work, one of the biggest challenges facing businesses today

Adopting ESG criteria is not just a matter of social responsibility; it is a business strategy that can generate significant savings and improve long-term sustainability. By integrating these standards into their business model, companies have much to gain, from reducing operating costs to improving employee well-being.

Solutions such as those offered by ifeel not only facilitate this transition, but also guarantee measurable results, helping organisations to become more competitive and responsible. Are you ready to take the next step towards a more sustainable and profitable future?

If this sounds familiar, you are likely facing one of the most insidious challenges in today’s corporate world: organisational silos. These invisible barriers between departments not only slow down productivity, but also stifle creativity and erode work culture from the ground up.

In a market where agility and innovation are the keys to survival, organisational silos act as invisible anchors, dragging enterprises towards inefficiency and obsolescence.

However, despite their devastating impact, many enterprises continue to ignore this problem, trusting that common objectives are sufficient to foster collaboration.

What are organisational silos?

This phenomenon, first described in 1988 by Phil Ensor as ‘functional silo syndrome’, occurs when a team or group of teams intentionally isolates itself from the rest of the organisation.

In this way, organisational silos are structures or mentalities within an enterprise that cause departments or teams to work in isolation, without sharing information or collaborating effectively with other areas of the organisation. That is to say, they can be teams, departments or groups of people who are isolated from the flow of information from other areas of the enterprise.

In essence, working in silos means operating in a vacuum, as if the team were a completely separate entity from the enterprise as a whole. This practice goes beyond a simple lack of communication; it involves actively concealing information, resisting collaboration and even carrying out work that is not aligned with the company’s overall objectives.

What makes organisational silos particularly harmful is the accompanying ‘silo mentality’. This mentality manifests itself when employees find it difficult to see beyond their own ‘world of work’, focusing solely on their immediate tasks and departmental objectives, without considering how their work affects or relates to the rest of the organisation.

This mentality is the natural enemy of collaboration and transparency at work, two crucial elements for business success in today’s market.

Why are organisational silos formed?

Organisational silos can arise for a variety of reasons:

Furthermore, it is crucial to understand that organisational silos not only affect operational efficiency, but can also harm employees’ well-being. The consequences of organisational silos include:

1. Poor communication
2. Decreased trust
3. Low employee morale
4. Lack of work commitment
5. Lower productivity
6. Waste of time
7. Duplication of effort
8. Fragmented business processes
9. Reduced innovation
10. Deterioration of corporate culture
11. Isolated and selfish decision-making
12. Misunderstandings about mission and values
13. Waste of resources
14. Increased operating costs
15. Less teamwork

How can organisational silos be avoided?

The logical alternative to an organisational structure that encourages organisational silos is collaboration. Working collaboratively transforms organisational dynamics from competitive to cooperative. This change creates an environment of greater psychological security, resulting in numerous benefits: lower absenteeism and turnover, reduced burnout, greater commitment to and motivation of employees, and a more positive work experience.

In essence, collaboration not only improves efficiency, but also fosters a more satisfying and productive work environment. To achieve this, enterprises can:

1. Establish objectives for internal communication in enterprises that are clear and shared

One of the keys to breaking down silos is to ensure that all departments and teams understand and align with the overall objectives of the enterprise. This helps to create a sense of common purpose and encourages interdepartmental collaboration.

2. Foster a positive corporate culture

A company’s culture plays a crucial role in the formation or elimination of silos. Creating a culture that values transparency, collaboration and knowledge sharing can significantly help break down silos.

To help in this process, at ifeel, we have designed an essential resource to foster a positive culture in your organisation. Discover effective strategies to improve the work environment and enhance the well-being of your workers. Don’t miss out and download it for free now!

3. Implement effective communication tools

Using the best well-being platform for enterprises can facilitate communication and collaboration between departments. These tools can include project management software, internal communication platforms or mental health solutions for enterprises, such as ifeel, which promote a culture of openness and mutual support.

4. Encourage job rotation and interdepartmental projects

Allowing employees to work in different departments or on projects involving multiple teams can help break down barriers and foster a broader understanding of the organisation.

5. Emotional leadership

Emotional leadership plays a crucial role in breaking down organisational silos. Leaders who are able to identify and manage their own emotions and those of their teams can create an environment of trust and openness that facilitates interdepartmental collaboration.

‘At Cabify, we leaders do everything we can to provide an environment of support, trust and professional development, offering constructive feedback and opportunities for growth’

–Virginia Grenón Lobato, Global Head of Human Resources Operations at Cabify, an ifeel partner company.

6. Establish collaborative spaces

Creating physical or virtual spaces where employees from different departments can interact and collaborate can help break down invisible barriers between teams.

7. Measure and reward collaboration

Incorporating collaboration metrics into performance evaluations and rewarding teamwork efforts can incentivise employees to seek out opportunities for collaboration beyond their departments.

Mental health at work, one of the biggest challenges facing organisations today

At ifeel, we know that organisational silos can be a significant obstacle to the success and growth of an enterprise. However, with the right strategies and a genuine commitment to collaboration and open communication, it is possible to break down these barriers and create a more united and efficient organisation.

To assist in this process, our clinical team provides leading companies in their sector with a dynamic, scalable and fully personalised solution, powered by AI. We have a strategy and approach based on key data to help organisations with a global presence address one of the biggest business challenges of our time: mental health at work.

This solution offers employees a mental health care service structured at different levels depending on their needs at any given time. Discover our Resources section where you will find different materials, such as webinars, podcasts, guides for human resources on current topics and interviews with leaders of large organisations.

Data-driven methodology

Our mental health solution for enterprises employs evidence-based practices and innovative methods, backed by the latest research and a network of over 600 mental health professionals. Would you like to know more about our Clinical Research Department? Don’t forget to visit this section to stay informed about the latest studies and research in mental health in corporate environments.

We hope you found this article on  employee well-being in crisis management interesting.

If you would like more information about the ROI of our personalised mental health solution for enterprises, simply request it here and our team will make a calculation adapted to the specific characteristics of your enterprise.

Challenges in mental health in the construction industry

construction industry workers face unique stressors that impact their mental health. These include physically demanding work, long hours, job insecurity, and exposure to hazardous conditions. Such environments can exacerbate stress, anxiety, and depression, necessitating targeted interventions for mental health in the construction industry. Studies show that blue-collar workers are more likely to be treated for depression.

• Physical strain: Repetitive tasks and heavy lifting can lead to chronic pain and fatigue, impacting mental health in the construction industry.

• Long working hours: Extended shifts can result in burnout and reduced time for personal life, increasing stress levels among workers.

• Job insecurity: Fluctuating demand and economic shifts can lead to uncertainty about job stability, causing anxiety.

• Hazardous conditions: Exposure to dangerous materials and environments contributes to stress, affecting mental health in the construction industry.

Stigma and its impact on mental health in the construction industry

Stigma surrounding mental health in the construction industry is a significant barrier. Often, there is a perception that seeking help for mental health issues is a sign of weakness, deterring workers from seeking support. Addressing stigma is essential to improving mental health outcomes in the construction industry.

Benefits of a mental well-being solution in the construction industry

Implementing a mental well-being solution, such as those offered by ifeel, provides significant benefits for mental health in the construction industry. These solutions ensure that support is accessible, confidential, and tailored to individual needs, crucial for workers with varying schedules and limited access to traditional services.

• Accessibility: Digital platforms ensure that support is available anytime, fitting into workers’ varying schedules.

• Confidentiality: Offering private access encourages workers to seek help without fear of judgement.

• Tailored support: Solutions like ifeel provide personalised assessments and referrals to appropriate resources, ensuring each individual’s needs are met.

Steps HR should take to boost mental health in the construction industry

Human Resources departments in the construction industry play a crucial role in promoting mental health. By implementing strategic measures, HR can create a supportive environment that prioritises employee well-being and addresses mental health in the construction industry.

1. Raise awareness: Train supervisors and employees about mental health to reduce stigma and encourage open conversations.
2. Implement supportive policies: Develop policies that support mental health, such as flexible working hours and mental health days.
3. Provide training: Equip managers with the skills to recognise signs of mental health issues and provide initial support or referrals.
4. Ensure accessibility: Offer resources like ifeel’s digital mental health solutions, which are accessible anytime, anywhere.
5. Regular assessments: Conduct regular mental health assessments to understand employee needs and adjust support accordingly.

Checklist for mental health support in the construction industry

Creating a supportive environment for mental health in the construction industry

Creating a supportive environment involves more than just policies; it includes fostering a culture of openness and support. Here are practical steps to achieve this for mental health in the construction industry:

• Mental health champions: Identify and train employees to be mental health advocates within the team.
• Safe spaces: Create areas where employees can take breaks and decompress.
• Regular check-ins: Encourage managers to meet regularly with their teams to discuss well-being.

Addressing mental health in the construction industry is crucial for individual well-being and organisational success. By understanding the unique challenges construction workers face and implementing comprehensive mental health solutions, companies can foster a healthier, more productive workforce.

Efficacy of Guided Interventions for Anxiety

Unlock new insights on anxiety management with our latest study on the Efficacy of Guided Interventions for Anxiety. This report evaluates the impact of the Anxiety Guided Path on users, showing a 17.14% decrease in anxiety levels after just four weeks.

Whether participants engaged in virtual support, emotional assistance, or video therapy, the results are clear: anxiety significantly decreases across all groups, with the most anxious individuals experiencing the greatest relief.Want to learn more about reducing anxiety in your team?

Download the full report now and discover how guided interventions can help enhance well-being and productivity in the workplace.

Mental health: The biggest business challenge of our time

At ifeel, we understand that supporting mental health in the construction industry is a strategic investment in workforce well-being and productivity.

To help in this process, our clinical team provides leading companies in their sector with a dynamic, scalable and fully personalised solution, powered by AI. We have a strategy and approach based on key data to help organisations with a global presence address one of the biggest business challenges of our time: mental health at work.

This solution offers employees a mental health care service structured at different levels depending on their needs at any given time. Discover our Resources section, where you will find various materials, such as webinars, podcasts, guides for human resources on current topics, and interviews with leaders of large organisations.

Data-driven methodology

Our mental health solution for enterprises employs evidence-based practices and innovative methods, backed by the latest research and a network of over 600 mental health professionals. Would you like to know more about our Clinical Research Department? Don’t forget to visit this section to stay informed about the latest studies and research on mental health in corporate environments.

We hope you found this article on mental health in the construction industry interesting.

If you would like more information simply request it here. Our team will calculate the ROI based on your enterprise’s specific characteristics.

This paradigm shift improves employee satisfaction and performance and strengthens organisational resilience. A culture where employee well-being is a priority not only guarantees talent satisfaction and retention but also optimises productivity and strengthens organisational resilience in the long term.

This preventive approach allows enterprises not only to respond better to the needs of their teams, but also to cultivate an environment where a positive work culture and comprehensive workplace mental health programmes are the norm, positioning the organisation at the forefront on a global level.

At ifeel, we have designed an essential resource to foster a positive culture in your organisation. Discover practical strategies to improve the work environment and enhance the well-being of your workers. Don’t miss out; download it for free now!

What is a ‘culture of well-being in enterprises’?

When we talk about a ‘culture of well-being in enterprises’, we are referring to a comprehensive organisational approach that prioritises the physical, mental and emotional well-being of all employees as a central part of the business strategy.

This means that this culture is not limited to offering basic health benefits, but extends to creating a work environment where employees feel safe, supported and valued in all aspects of their personal well-being.

Key elements of a culture of well-being in enterprises

The importance of a culture of well-being in enterprises

Implementing a culture of well-being in enterprises goes far beyond offering simple health benefits to employees. It is about establishing an environment of psychological safety where the physical, mental and emotional well-being of employees is an essential priority.

And this makes sense: if employees do not feel cared for or perceive risks, their ability to concentrate decreases, thus affecting productivity and, ultimately, business results. Therefore, cultivating a culture of well-being in enterprises is not only an extra benefit that should be provided out of ethics, but should be thought of as a crucial factor within organisational strategies.

This approach is backed by research studies showing that 83% of employees consider mental well-being and mental health training crucial to creating a positive work culture. Furthermore, the majority agree that various types of mental health training would be beneficial to provide better support in the work environment. These findings underline the importance of integrating mental health solutions for enterprises as an integral part of organisational strategy.

Strategies for fostering a culture of well-being in enterprises

To cultivate a culture of well-being in enterprises, fostering a positive work environment is essential. But where to start? Below are some key strategies that leaders in enterprises can begin to implement:

1. Open and transparent communication

Communication is the basis of a culture of well-being in enterprises. Establishing open channels where employees can express their ideas and concerns fosters an environment of trust and collaboration.

‘Communication is a continuous day-to-day task, but it is undoubtedly a key element for all of us to work towards a common goal’,

Pilar Collado Puerta, Head of Talent Management and Laura Risquete Trigo, HR – Talent Development at González Byass, an ifeel partner company.

2. Continuous training

Investing in the development of employees’ personal and professional skills through training and workshops strengthens the work culture. These programmes not only equip employees with new skills, but also show that the enterprise values their growth and well-being.

3. Recognition and reward

Implementing job recognition systems that value behaviour aligned with the enterprise’s values reinforces motivation and commitment. Employees who feel appreciated are more likely to contribute positively to the work environment.

4. Implementation of mental health workshops for enterprises

Growing awareness of mental health at work has led many organisations to integrate workshops and psychological support programmes as part of their well-being culture. These workshops not only help to reduce the stigma associated with mental health, but also provide practical tools for managing stress and work pressure.

They also improve the work environment by fostering an atmosphere of support and understanding, contributing to a culture of well-being in enterprises. These workshops also increase productivity, as employees with good mental health are more efficient and less prone to absenteeism.

Mental health at work, one of the biggest challenges facing enterprises today

At ifeel, we know that a culture of well-being in enterprises is essential for maintaining a motivated, healthy and productive workforce. That is why implementing strategies that promote the mental health and general well-being of employees can significantly transform work culture and provide a competitive advantage in the market.

To help in this process, ifeel has developed an annual planner for enterprises, which offers a guide to strategies that will help you promote health and productivity throughout the year in your organisation. Download it for free!

In addition, our clinical team provides leading companies in their sector with a dynamic, scalable and fully personalised solution, powered by AI. We have a strategy and approach based on key data to help organisations with a global presence address one of the biggest business challenges of our time: mental health at work.

This solution offers employees a mental health care service structured at different levels depending on their needs at any given time. Discover our Resources section where you will find different materials, such as webinars, podcasts, guides for human resources on current topics and interviews with leaders of large organisations.

Data-driven methodology

Our mental health solution for enterprises employs evidence-based practices and innovative methods, backed by the latest research and a network of over 600 mental health professionals. Would you like to know more about our Clinical Research Department? Don’t forget to visit this section to stay informed about the latest studies and research in mental health in corporate environments.

We hope you found this article on a culture of well-being in enterprises interesting.

If you would like more information about the ROI of our personalised mental health solution for enterprises, simply request it here and our team will make a calculation adapted to the specific characteristics of your enterprise.

Physical activity, nutrition, and sleep quality are indeed vital components of our overall well-being. However, it’s essential to recognize that a healthy lifestyle transcends these activities. It’s not just about what we do in the gym, during our grocery shopping, or while resting at night. True health is a holistic approach that permeates every aspect of our daily routine, including our work life, where healthy office habits play a pivotal role.

Consistency is key in fostering a healthy lifestyle. It’s about integrating healthy practices into all areas of our lives, including our work environment, to avoid the pitfall of maintaining unhealthy habits elsewhere. By adopting healthy office habits, we can enhance our well-being without overwhelming ourselves with drastic changes.

With a few simple and gradually implemented adjustments, our work habits can significantly contribute to our health. Embracing healthy office habits allows us to thrive both personally and professionally, ensuring a balanced and fulfilling life.

Why do we need to encourage healthy office habits?

There are three key reasons we should encourage healthy office habits: 

1. We spend a significant part of our working day there. This means that taking care of our health when we are in the office is equivalent to taking good care of ourselves, in general.

2. If we feel good when we are at the office, it contributes to our well-being both before starting the day and after clocking out. 

3. Leading healthy office habits contributes to increasing productivity. A healthy employee is an employee who is reasonably well both physically and psychologically, and someone who is well inside and out is always going to work better.

10 tips to help you gain healthy office habits

Keeping in mind the main reasons to lead a healthy life, also at work, requires some effort on our part, enhancing our well-being at work is not easy and is not always in our hands. However, here are ten suggestions that can be easily within your reach so you can lead a healthy life while working

1. Take care of your diet

It is as much about taking care of the specific foods we eat as it is about the way we eat. The rush, laziness and the “bad” influences with food can drag us systematically to a diet that does not benefit us. Enjoy life, sweeten it up and spice it up as much as you like, but don’t fall into a dynamic of neglect with food. Find a way to eat a healthy diet most days. Of course, eat slowly and calmly, leave stress out of mealtime.

2. Don’t stiffen up, exercise

Endless days in front of the computer can cause our back, legs, and body as a whole to lose the tone and agility they need. Make sure your posture is correct while working and get up from time to time. Walk, take a stroll whenever possible to make up for long periods of sitting down. 

3. Watch out for time 

Don’t get to the office in a rush or stay later than expected, unless it’s to resolve an issue that can’t wait. Make the most of the hours you have and distribute your tasks throughout the day as efficiently as possible. 

4. Make the most of your breaks 

One of the reasons to have healthy office habits is that without being well we cannot work well, and that depends to a large extent on our breaks. Have a good break time routine, take breaks in a way that is consistent with the level of fatigue you are accumulating and take that opportunity to move around, chat with colleagues, have a snack, and get away from the screen. Do not allow breaks and work to merge. 

5. Have a social life 

A large part of the emotional salary that is included in a particular job is the possibility of sharing space, projects, and time with other people as long as they are nice, we connect with them and the company culture contributes to team cohesion. You are not a production machine: if you feel like it and whenever appropriate, take the opportunity to interact and nurture relationships with your colleagues. 

6. Keep your desk tidy

To work with certain efficiency, and of course, with a high level of concentration and peace, it is vital to have our workspace clean and tidy. Make sure there are no distractions or obstacles around your work environment and that your surroundings are uncluttered. 

7. Don’t interrupt without a reason

Socializing and enjoying interactions with colleagues is great and positively influences our well-being. However, for all of you to work better, you must respect the work atmosphere and concentration, so when you have free time, you can enjoy it to have a chat and a laugh. To do so, try not to start small talk every now and then or make requests to your colleagues that can wait until later. 

8. Watch your attitude at all times 

From the moment you walk into the office until you say goodbye to your colleagues. Of course, we all get tired, angry, have bad days, and other issues which you already know. Try to have a friendly, positive, and polite attitude most of the time. It sounds silly, but having a grumpy person on the team can pollute the entire work environment.

9. Use what you need 

Make a comfortable and responsible use of materials and spaces. To work well you must have the necessary tools and comfort. Make use of the office and the materials at hand, ask for what is important, and can improve the quality of your performance. In general, if you have a coat rack, don’t keep your coats in the way, if there is a closet, keep your junk there, if you need to write stuff down, get a notebook, and don’t collect pieces of paper. Sometimes it’s as simple as that. 

10. Cultivate companionship

Help your colleagues with what they need whenever you can and don’t make them wait unnecessarily. One of the things that contribute most to our unease is poor coordination with colleagues, selfishness, poor performance, or bad character. Don’t be like that and you will make it easier for others not to be like that with you. Be friendly and reachable.

As you know, there are plenty of reasons to add healthy office habits to your life, even if we all find it hard to get into it. That’s okay. You can start by taking care of your psychological health with the help of experts in this area. In addition, if you are responsible for human capital management in your company and you need help to improve the quality of life of the people in your charge, we can also help you. How?

Mental well-being solutions for enterprises

In conclusion, corporate mental wellness programs are fundamental to creating a thriving and sustainable workplace. Employers must recognise that mental health is intrinsically linked to employee well-being and organisational success.

Are you ready to transform your workplace?

We partner with companies worldwide to inspire human growth and guide organisations in cultivating a positive mental well-being culture. A tailored and people-centric approach that places your employees’ health at the core, as a fundamental pillar in attracting and retaining talent as well as enhancing their sense of belonging.

A unique, comprehensive, and scalable solution that uses the power of data to provide a holistic understanding of your employees’ mental well-being, whilst ensuring service quality and confidentiality for your team.

We hope you found this post on 10 healthy office habits interesting. If you would like more information about ifeel’s employee well-being platform simply request it, and we will contact your team as soon as possible.

In a globalised and highly competitive business environment, enterprises must adopt strategies that are not only effective in the short term, but also ensure sustainable growth in the long term.

To help you in this process, ifeel has developed an annual planner for enterprises, which offers a guide to strategies that will help you promote health and productivity throughout the year in your organisation. Download it for free!

Importance of annual strategic planning in enterprises

Annual planning is an essential component for the sustainable success of enterprises. This strategic process allows organisations to anticipate, organise and achieve their goals effectively, ensuring a clear course for the future. Discover the main benefits of annual strategic planning in enterprises below:

1. Anticipation and preparation

Annual strategic planning in enterprises enables them to anticipate the challenges and opportunities that may arise during the course of the year. By anticipating possible scenarios, companies can develop strategies for proactive crisis management and capitalise on opportunities, improving their ability to adapt to a constantly changing business environment. This foresight strengthens the resilience of the organisation and ensures that the company is better positioned to face any eventuality.

2. Organisation and efficiency

A well-structured annual plan provides an organisational framework that helps to coordinate the activities of the enterprise, optimising the use of resources and improving operational efficiency. By defining responsibilities and establishing clear timelines, enterprises can avoid duplication and ensure that all teams work in synergy. This organisation not only improves efficiency, but also reduces costs and waste, contributing to a more sustainable use of resources.

3. Reaching goals and visualising objectives

Annual strategic planning offers enterprises the opportunity to define clear and measurable goals, aligned with their long-term vision and mission. By setting specific objectives, companies can direct their efforts towards achieving these milestones, making it easier to measure progress and achievements. In addition, visualising objectives through annual strategic planning in enterprises motivates employees by providing them with a sense of purpose and direction, which increases commitment and productivity.

4. Constant analysis and review

The annual strategic planning process in enterprises also includes the review and analysis of past results, which allows enterprises to evaluate the success of their previous strategies and make the necessary adjustments. This reflective approach ensures that enterprises learn from their past experiences, improve their practices and continue to evolve to meet market demands. The ability to adapt and continuously improve is a key factor in maintaining competitiveness and ensuring long-term growth.

Practical exercise: Goal setting and evaluation

A practical exercise that enterprises can implement as part of their annual strategic planning in enterprises is the setting of clear and measurable goals, followed by continuous evaluation of progress. This process may involve the following stages:

This exercise not only helps enterprises establish a clear path towards their objectives, but also fosters a sense of responsibility and commitment among employees.

Setting a sustainable pace

One of the key steps that leaders must take during annual strategic planning in enterprises is to ensure that they establish a work pace that is not only efficient and well-structured, but also sustainable in the long term without overburdening employees.

To achieve this balance, it is essential to start with a thorough assessment of current practices and then adjust those practices to prevent burnout and maximise organisational efficiency.

In this sense, the first months of the year are particularly critical for establishing this appropriate rhythm. During this period, special attention should be paid to the organisation of workspaces to improve productivity and make the most of available resources to optimise processes.

That is why it is crucial that business leaders focus on balancing strategic tasks with periods of rest, as this balance is crucial to maintaining high levels of performance and reducing distractions. In fact, it has been shown that so-called ‘booster breaks’ can increase work performance by 25% and decrease sick leave by more than 35% to 40%.

‘You have to define a clear route, a plan, and adapt it to the different realities, or as close to them as possible. Provide concrete, grounded and viable solutions in order to unify the care of our employees.’

–Virginia Grenón Lobato, Global Head of Human Resources Operations at Cabify, an ifeel partner company.

Mental health at work, one of the biggest challenges facing business organisations today

At ifeel, we know that annual strategic planning in enterprises is a vital component in ensuring long-term success and sustainability. Therefore, the implementation of practical exercises such as goal setting and continuous evaluation is essential to stay on course and adapt strategies to a constantly changing business environment.

To help with this process, ifeel has developed an annual planner for enterprises, which offers a guide to strategies that will help you promote health and productivity throughout the year in your organisation. Download it for free!

In addition, our clinical team provides leading companies in their sector with a dynamic, scalable and fully personalised solution, powered by AI. We have a strategy and approach based on key data to help organisations with a global presence address one of the biggest business challenges of our time: mental health at work.

This solution offers employees a mental health care service structured at different levels depending on their needs at any given time. Discover our Resources section where you will find different materials, such as webinars, podcasts, guides for human resources on current topics and interviews with leaders of large organisations.

Data-driven methodology

Our mental health solution for enterprises employs evidence-based practices and innovative methods, backed by the latest research and a network of over 600 mental health professionals. Would you like to know more about our Clinical Research Department? Don’t forget to visit this section to stay informed about the latest studies and research in mental health in corporate environments.

We hope you found this article on annual strategic planning in enterprises interesting.

If you would like more information about the ROI of our personalised mental health solution for enterprises, simply request it here and our team will make a calculation adapted to the specific characteristics of your enterprise.

Understanding menopause

Menopause marks the end of a woman’s reproductive years, typically occurring between 45 and 55. It brings about hormonal changes that can lead to a range of physical and emotional symptoms, affecting work performance and quality of life. Symptoms may include hot flashes, mood swings, sleep disturbances, and cognitive changes, all of which can interfere with daily functioning. Given these potential impacts, menopause support in the workplace is essential to help women manage these symptoms effectively, ensuring they feel valued and understood by their employers.

In the workplace, menopause can directly impact productivity and morale. Studies show that two-thirds (67%) of women (aged 40 to 60 in employment) with experience of menopausal symptoms say they have had a mostly negative effect on them at work. Women may feel hesitant to discuss their symptoms due to stigma or misunderstanding, leading to a lack of adequate menopause support in the workplace. This can result in increased absenteeism, reduced performance, and a decline in overall job satisfaction. Therefore, it is imperative for organisations to establish comprehensive menopause support in the workplace, fostering an environment where women feel comfortable and supported during this significant life phase.

Challenges faced

Women experiencing menopause often encounter several workplace challenges:

• Physical discomfort: Symptoms such as hot flashes and sleep disturbances can lead to fatigue and discomfort, impacting concentration and productivity. Menopause support in the workplace can include creating comfortable environments and offering flexible work arrangements to mitigate these issues.

• Emotional Variability: Anxiety may affect interpersonal relationships and communication, creating stress in team dynamics. Providing support through counselling and mental health resources can alleviate these emotional challenges.

• Cognitive Changes: Issues like memory lapses and difficulty concentrating can reduce work efficiency and confidence. By implementing menopause support in the workplace, such as cognitive workshops and stress management programs, employers can help maintain productivity.

• Stigma and Misunderstanding: Lack of awareness and understanding about menopause can lead to discomfort in discussing symptoms, resulting in inadequate support. Educating and training staff is a critical, ensuring all employees understand and empathise with the challenges faced by menopausal colleagues.

Practical support strategies for employers

To create a supportive workplace for menopausal employees, organisations can implement the following strategies:

• Flexible working arrangements: Allow flexible hours or the option to work remotely, providing employees the ability to manage symptoms discreetly and effectively. This is a vital aspect of menopause support in the workplace.

• Menopause awareness training: Educate the workforce about menopause, fostering an environment of understanding and empathy. Training can help dispel myths and reduce stigma associated with menopause, forming the foundation of effective menopause support in the workplace.

• Access to support resources: Offer Employee Assistance Programmes (EAPs) that include counselling and mental health services tailored to menopause-related challenges, ensuring comprehensive menopause support in the workplace.

Building a culture of empathy and inclusion

Creating a culture of empathy and inclusion is essential for effective menopause support in the workplace. Organisations should strive to develop a work environment where discussions about menopause are normalized and encouraged. Fostering empathy among all employees can reduce stigma and promote understanding of the challenges faced by colleagues experiencing menopause.

This cultural shift can be achieved through regular diversity and inclusion workshops, where menopause and its impacts are openly discussed. Encouraging peer support groups and mentoring can further enhance the supportive network, providing a safe space for sharing experiences and advice. By embedding empathy and inclusion into the organisational culture, businesses can ensure comprehensive menopause support in the workplace, ultimately enhancing employee well-being and engagement.

Interactive Assessment: Evaluating Support for Menopause in the Workplace

Organisations can conduct an interactive assessment to evaluate their current support for menopausal employees. This assessment involves a series of reflective questions designed to identify strengths and areas for improvement in menopause support in the workplace:

1. Flexible work policies: Are your current policies flexible enough to accommodate the needs of menopausal employees? Consider the availability of remote work options and adjustable schedules.
   
2. Work wnvironment: Does your workplace offer comfortable settings that can be adjusted to mitigate symptoms like hot flashes?
   
3. Awareness and training: Have you implemented menopause awareness programs or training sessions for staff and management?
   
4. Support resources: Are there sufficient Employee Assistance Programmes (EAPs) available specifically tailored for menopause-related issues?
   
5. Open communication: How open is your workplace culture to discussions about menopause? Are there established channels for employees to express their needs and concerns?
   
6. Leadership engagement: Are managers trained to recognize menopause-related challenges and support their team members empathetically?
   
7. Wellness programs: Do you offer programs focusing on nutrition, exercise, and stress management that are accessible and relevant to menopausal employees?
   
8. Recognition and inclusion: Are there initiatives in place to recognize and celebrate the contributions of menopausal employees?

By answering these questions, organisations can gain insights into their current practices and identify actionable steps to enhance their menopause support in the workplace. This proactive approach not only benefits employees but also strengthens organisational culture and productivity.

“Our partnership with ifeel has catalysed a positive shift in discussing mental well-being at SCOR. Since implementing ifeel’s solution, we’ve seen an increase in open conversations about mental health within our organization“.

– Sabrina Kruse, Head of HR EMEA & Group Head of Diversity, Inclusion and Engagement at SCOR– an ifeel partner company.

How ifeel’s latest DEIB guide can help you

To further support enterprises in menopause support in the workplace, the Guide to Embedding a DEIB Strategy in Your Corporate Culture is an invaluable resource. This guide provides comprehensive strategies to integrate diversity, equity, inclusion, and belonging (DEIB) into your corporate culture, helping to eliminate biases and foster a more inclusive environment.

Download the guide to learn how you can transform your organization and ensure all employees, regardless of gender, feel valued and included. Access the resource here.

Trust the Experts

Menopause affects a significant portion of the workforce, necessitating informed and tailored support strategies. By integrating comprehensive initiatives, organisations can enhance employee well-being, drive productivity, and foster a more inclusive workplace environment.

To assist in this process, our team of psychologists specialising in mental well-being has developed a mental well-being program for companies aimed at helping companies enhance employee engagement and boost productivity.

This collaboration allows HR managers to receive personalised, data-based advice on the most effective measures for detecting employee mental health issues and assessing the workplace climate. It’s the best way to understand their needs.

Moreover, ifeel’s corporate mental well-being solution offers employees a structured mental health care service tailored to their needs at any given time.

We hope you found this article on menopause support in the workplace interesting. If you want more information about our mental well-being solution for companies, simply request it, and we will contact your team soon.

Moreover, it’s essential to consider the broader spectrum of wellness, which includes mental health as a critical component of overall employee well-being.

Understanding the importance of eye health during Eye Wellness Month

In today’s digital age, employees frequently encounter screen-induced eye strain or computer vision syndrome, characterised by symptoms like dry eyes, blurred vision, and headaches. According to the American Optometric Association, over 58% of computer users experience this syndrome, leading to decreased productivity and increased absenteeism. Prioritising eye health is integral to maintaining a high-functioning work environment. Eye Wellness Month provides an opportunity for organisations to take proactive steps in addressing these challenges.

Eye Wellness Month: Linking eye health and mental health

Eye Wellness Month is not only about addressing physical symptoms but also recognising the connection between eye health and mental health. Prolonged eye strain can lead to stress and fatigue, which in turn can exacerbate mental health issues such as anxiety and depression. By focusing on eye wellness, companies can indirectly support mental health, reducing overall stress levels and promoting a healthier work environment.

Implementing eye wellness in the workplace

Creating a workplace environment that prioritises eye health is essential for fostering a culture of well-being and productivity. As Eye Wellness Month highlights the significance of eye care, it presents a perfect opportunity for organisations to take actionable steps towards enhancing eye health among employees.

1. Assess and improve work environment

Begin by evaluating ergonomic setups within workstations. Ensure that lighting is optimal and screens are positioned to minimise glare and strain. Regular audits of workspace ergonomics can preemptively address potential eye health hazards.

2. Develop comprehensive eye health programs

Establish eye health programs that offer employees access to regular eye examinations and resources like blue light blocking glasses. Encourage the adoption of the 20-20-20 rule: every 20 minutes, take a 20-second break to look at something 20 feet away.

3. Launch awareness campaigns

Promote awareness through educational campaigns focused on eye health. Workshops and seminars can help educate employees about the importance of eye care and practical tips to mitigate digital eye strain.

How can employees take care of their eye wellness?

We must remember that not everyone works from home, and that many modern companies have employees working remotely. It is not just about taking care of eye wellness during Eye Wellness Month, but also about taking care of overall health. Follow our 10 tips for healthy habits, whether its working from an office or remotely:

HR Checklist for Eye Wellness Month

To assist HR managers in effectively addressing eye health, here’s a practical checklist designed to ensure comprehensive coverage during Eye Wellness Month:

Mental health: one of the biggest business challenges of our time

At ifeel, we understand that workplace well-being programs are not just tools for improving life quality but strategic investments in long-term success. For decision-makers, recognising the importance of eye health during Eye Wellness Month is crucial in navigating an ever-evolving workplace landscape.

Equally vital is the integration of mental health support alongside eye health programs, as mental wellness is a cornerstone of overall employee well-being and productivity. By addressing both physical and mental health needs, organisations can foster a more holistic approach to employee care, ensuring a supportive and thriving work environment.

To help in this process, our clinical team provides leading companies in their sector with a dynamic, scalable and fully personalised solution, powered by AI. We have a strategy and approach based on key data to help organisations with a global presence address one of the biggest business challenges of our time: mental health at work.

This solution offers employees a mental health care service structured at different levels depending on their needs at any given time. Discover our Resources section where you will find different materials, such as webinars, podcasts, guides for human resources on current topics and interviews with leaders of large organisations.

Data-driven methodology

Our mental health solution for enterprises employs evidence-based practices and innovative methods, backed by the latest research and a network of over 600 mental health professionals. Would you like to know more about our Clinical Research Department? Don’t forget to visit this section to stay informed about the latest studies and research in mental health in corporate environments.

We hope you found this article on Eye Wellness Month interesting.

If you would like more information about the ROI of our bespoke mental health solution for enterprises, simply request it here and our team will make a calculation adapted to the specific characteristics of your enterprise.