Understand and improve well-being across your organization

Technology and data management. This branch presents the model's results in a BI portal: a dashboard with the psychosocial management indicators, measured and broken down by whichever employment or demographic variables each organization requires (sex, age, length of service, occupation, region and so on).

It is a major step up from other psychosocial assessment models: it provides tangible indicators that show the psychosocial diagnosis clearly and concisely, and lets you correlate them with health, HR and business indicators, with all the strategic value that brings.

The dashboard organizes the data with drop-downs and whatever filters each case calls for, always on a color-coded basis: green, adequate situation; yellow, moderate risk; red, significant risk. That makes psychosocial management easier at different levels and in different areas (occupational health and safety, HR, business strategy), and allows a complete presentation of results to third parties: the labor inspectorate, health and safety committees, management committees and so on.

Specifically, this branch lets you:

• See the results of the psychosocial risk assessment in tangible terms.
• Make comparisons: across the employment and demographic variables analyzed, between business units and between different periods of time.
• Identify the predominant risk factors in an organization.
• Point to the possible causes of psychosocial risks for each unit studied.
• Establish which profiles in the study population carry the highest psychosocial risk.

Competitiveness, value and external appeal. This branch proposes strategic solutions made to measure for each organization, based on the earlier units of analysis, which have a demonstrated impact on workplace well-being and on an organization's overall health.

With this branch, Observatorio de Bienestar becomes a reliable, competitive tool with a strong impact on management and on the image the organization projects to internal and external customers, suppliers, partners and investors, public authorities, health and safety committees and so on.

Specifically, this branch connects with:

• The strategic plans needed at each level of the organization, and the actions that follow from them.
• The quality-of-working-life, engagement and leadership models best suited to each case.
• The challenges of managing remote teams: training remote leaders, organizational culture, support for new employees, readiness assessment and strategy for remote transformation.
• Some of the Sustainable Development Goals (SDGs), in particular SDG 3 (good health and well-being), SDG 5 (gender equality) and SDG 8 (decent work and economic growth).
• The Estrategia Española de Seguridad y Salud en el Trabajo 2023-2027 (Spain's national occupational safety and health strategy), in particular its objectives O2 (managing the changes brought by new forms of work organization, demographic change and climate change), O4 (strengthening protection for workers at greater risk or in vulnerable situations) and O5 (bringing a gender perspective into occupational safety and health).
• The European ESRS standards proposed under the CSRD (Corporate Sustainability Reporting Directive), which apply between 2024, 2025 and 2026 depending on the business model. Our model connects with the ESRS on social and governance matters.

Commitment to managing the model as a whole. This branch steers the organization toward a commitment that goes further on workplace well-being and overall health: correlating the organization's strategic data with the data gathered through Observatorio de Bienestar and drawing cross-cutting conclusions, in pursuit of the highest standard of efficiency.

In practice, that means reliable cross-cutting analyses and triangulations of which aspects matter most for managing the business efficiently and as a whole. Some of the indicators the model proposes triangulating with Observatorio de Bienestar data:

HR indicators: turnover rates, satisfaction and motivation scores, workplace climate and employee experience surveys.
Business management indicators: productivity, recommendation, reputation and engagement scores.
Health and safety indicators: the Total Health Test (test de salud total), absenteeism and accident rates.

Depending on each organization's needs, the commitment branch lets you:

• Pin down the organizational KPIs with the greatest impact on workplace well-being, organizational health and the business.
• Find out which leadership and motivation styles correlate most with workplace well-being, overall health and the business.
• Spot good organizational practices and assess whether they can be extended across the organization.
• Optimize and align your own HR policies, as well as those on CSR, compliance, ethics and reputation.
• Align the business's strategic goals with those of the people who make up its teams.
• Forecast how psychosocial factors and risks are likely to evolve.
• Detect and anticipate situations of conflict and violence at work: mobbing, sexual harassment, sex-based harassment, occupational violence, inequality and discrimination in the workplace, and labor disputes.
• Detect, anticipate and help reduce the impact psychosocial risks can have on people's health, such as work-related stress or burnout, and so improve their quality of working life.
• And on society's health, by reducing personal, family, healthcare and social costs.
• And on corporate health, by reducing the impact of these risks on staff motivation and turnover, absenteeism, business productivity and profitability, corporate reputation, compliance and CSR policies, and workplace accidents and disputes.