Projects and methodology

CAP methodology in 3 stages:

1. Raise awareness:

Involve leadership and build a committee of diverse well-being ambassadors to support the project. Objective: anchor well-being in the heart of the company culture and start to get team's engagement.

2. Understand:

Conduct a psychosocial risk analysis through questionnaires and focus groups, then analyse the data to define a clear vision and measurable objectives. Objective : build a strategy based on the needs and lived work experience of workers

3. Act & Promote:

Co-create a practical action plan and a well-being code of conduct, pilot and test initiatives, and communicate actively to mobilise teams. Objective: move into action, continuously adjust, and sustainably embed well-being within the organisation while preventing risks.

🔎 We are focusing here on interventions with high impact, low cost, and which are easy to implement!

Example: in case of high perceived workload and bad work-life balance → right to disconnect  → establish the rule  “no e-mails outside of working hours” (added in the code of conduct + internal communication about it) and training on how to schedule emails → cost : 0 €

Projects: 
1. Strategic support for an SME of 80 workers:

Length : 12 days spread over a 3 months, one day/week in your offices for 3 months. 

Deliverables:

-Needs and psychosocial risks analysis for all workers , then diagnostic with action plan

-Well-Being Strategy & Action Plan aligned with the global strategy of the company following the CAP methodology (including 18-month operational plan, objectives & KPIs)

- Constitution of a well-being champions group and planning of recurring meetings 

-Workshop: introduction to MHFA: having a supportive conversation, identify signs of burnout, and guide the person toward appropriate support.

-Workshop on intergenerational collaboration and integrating Gen Z at work (for people managers & HR leaders)

-Interventions for weaker staff members and support systems in place for all

-Other workshops tailored to the needs identified 

Follow-up : 2h/month after the program to measure and adjust when needed.

Adaptable at all levels:

-length (15 weeks pour companies from 100 to 200 employees ; bespoke length for more, can last up to 12 months).

-priorities & objectives

All designed to meet your needs, and those of your employees, as effectively as possible.

2. Operational support for an SME of 15 workers:

Length : 12 jours days spread so 1 half-day/week in your offices for 6 months.

Deliverables:

-Identification document filled out and shared

-Creation of a well-being at work compliance file with all the documents 

-Implementing a system for internal communication & staff approval

-Signage and pictograms for safety & access to support services

-Planning of annual work of SEPPT and review of their most recent documents

-Welcome & security booklet for new workers 

-Planning of psychosocial risk analysis (with a partner)

-Asbestos inventory, hot work permit, fire safety documentation, list of safety-related roles, and first aid procedures

-Yearly plan for Workers' training 

-Overall prevention plan and annual action plan

Follow-up : 2h/month after the program to measure and adjust when needed.

Adaptable at all levels:

-length 

-priorities & objectives

All designed to meet your needs, and those of your employees, as effectively as possible.

Investing in the well-being of your people, it is placing your most importance ressource: your people, in the center.

It means fostering their growth, engagement, and long-term sustainability, while ensuring a strong and prosperous future for your company. ✨