Depression and anxiety alone cost the global economy $1 trillion annually in lost productivity, according to the WHO. In 2025, mental health is the single most popular employee benefit category, with 86% of companies increasing investment. Yet a significant gap remains: 87% of workers have access to mental health resources, but only 23% actively use them. The problem is rarely availability. It is relevance, trust, and strategic design.
employees will experience a mental health problem of some kind in any given year (WHO)
average ROI for organisations that invest in structured mental health programs
Before any strategy is designed, we identify what is actually driving psychosocial risk in your organisation. The factors below are the ones most consistently linked to mental health problems at work. Understanding which of them are present, and at what severity, shapes every decision that follows.
Our approach follows a structured sequence: diagnose before designing, design before communicating. Each phase has defined outputs and a clear link to the next, so nothing is implemented on assumption.
We design a customised survey using the Well-being and Organizational Dynamics (WOD) tool by Pulso Group, covering 9 dimensions across 6 driver categories. The survey is delivered online and, where needed, on paper, anonymously, in Greek and/or English. Results are benchmarked and presented to HR and leadership. Where relevant, focus groups and one-to-one management interviews deepen the findings, and existing HR data such as absenteeism, turnover, and engagement scores are integrated into the analysis.
Based on the assessment results, we identify short-term and long-term priorities and run a Strategy Workshop with HR and leadership stakeholders to define the wellbeing vision, values, and implementation plan. The plan specifies objectives, responsible parties, timelines, expected outputs, and measurable targets. Optional focus groups with selected employees add depth and employee voice to the process before the strategy is finalised.
Results are communicated transparently across employee groups, starting from leadership and cascading down. Optional activation actions include leadership workshops on recognising and handling mental health issues, short online training series for all employees on stress, burnout, anxiety, and resilience, team effectiveness workshops, individual coaching for managers, and EAP programs providing access to psychologists, legal advisors, financial advisors, and nutritionists.
