ROI
$1 invested in health and well-being returns $1.62.
88 %
of employees have experienced a mental health issue in the past year.
29 %
employees find mental health resources truly accessible
75 %
of Canadians do not discuss these issues with their manager or colleagues.
What if your team's health became your best strategic lever?
Chronic stress, work overload, conflicts, team fatigue... Beyond the human effects, these risks have a direct impact on engagement, productivity, talent retention, and ultimately the organization's performance.
Today, organizational health is no longer limited to one-off initiatives. It requires a strategic vision, an integrated approach, and concrete actions.
Bill 27 now requires Quebec organizations to prevent psychosocial risks. But long before it became a legal requirement, organizational health was above all a concrete lever for building a sustainable corporate culture. A culture that is constantly being reflected upon, structured, and adapted.
Why adopt an organizational health approach?
For your actions to bear fruit, they must be part of an integrated strategy that goes beyond one-off actions.
The benefits of a healthy team!
| Improved productivity and performance |  |  | Preventive management of psychosocial risks |
| Stronger commitment and mobilization |  |  | Strong employer brand and better retention rates |
| Reduction in absenteeism and presenteeism |  |  | Legal compliance (Law 27) |
Organizational health is a joint effort and a shared responsibility!
Establishing a sustainable organizational health culture requires the involvement of everyone in the company. Senior management, managers, HR, committees, employees: everyone has a key role to play in ensuring the success, implementation, and sustainability of initiatives.
Management must demonstrate a clear commitment to health issues by integrating this approach into the company's strategic priorities.
The human resources department is responsible for structuring, coordinating, and supporting the overall approach, ensuring consistency, follow-up, and long-term impact.
The OHS or wellness committee acts as a liaison on the ground, representing the real needs of teams, promoting internal initiatives, and helping to mobilize around organizational health.
Managers/team leaders must develop self-care and self-management reflexes with the right tools. They must then embody benevolent leadership by applying best practices and actively supporting their teams in the face of psychosocial risks.
Employees must be aware of the signs of psychological distress or physical issues, acquire concrete tools for self-management and work organization, and develop the reflex to act as good organizational citizens by contributing to a healthy, caring, and respectful work environment.
Creating sustainable conditions for well-being at work is a collective effort that requires commitment at all levels of the organization.
How to develop a culture of health and well-being
Our customized support helps you build a truly psychosocially safe climate that complies with regulatory requirements, but is also embedded in the DNA of your corporate culture for a human, high-performing, and sustainable vision of the organization.
Our approach allows you to take a step back in order to then integrate changes that are appropriate, concrete, measurable, sustainable, and above all, fully adapted to your reality.
Before taking action, it is essential to fully understand the reality of your organization and analyze your needs.
We collect data on your context, your operations, your existing initiatives and policies, your current practices, your corporate culture, as well as your challenges, strengths, and levers for action. This analysis lays the foundation for a structured approach that is aligned with the field.
- Deliverable: Data collection
In collaboration with your teams, we conduct an audit of the psychosocial risk factors present in the teams, as well as the protective factors already in place.
This step encourages collective awareness and alignment around shared findings.
- Deliverable: Audit results analysis report
Based on our findings, we work with you to develop a personalized, structured, and motivating program, as well as an action plan for the first year. We also support you in its implementation.
- Deliverable: Prevention program and/or action plan
Operational implementation according to your schedule
Because organizations evolve, it is essential to measure the concrete impact of the actions implemented.
We support you in evaluating results, continuously adjusting the plan, and maintaining stakeholder engagement.
- Deliverable: Impact analysis and recommendations for adjustment
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
