01
Stress & Burnout
Overload, insufficient recovery, prolonged pressure, signs of exhaustion or loss of ability to sustain the rhythm.
Area 01 · Organizational Health
Risk assessment
psychosocial
to decide with greater clarity.
Identifying and managing psychosocial risk factors is part of a preventive approach to safety, health and well-being at work. SIGBEO supports organizations in understanding working conditions, team dynamics and the factors that may influence organizational health, contributing to decisions and improvement measures tailored to each context.
WorkloadOrganization of workLeadershipRelationshipsProtective factors
See how we work
Request an initial conversation
Tell us about the context and the main challenges of your organization. We will be glad to learn about your needs and explore possible ways of working together.
Framework
Useful references to frame the work.
Referring to these documents does not mean that SIGBEO is certified, nor does it replace the employer’s legal obligations and responsibilities.
- Law No. 102/2009
- Portuguese legal framework for the promotion of occupational safety and health. Among the employer’s general obligations, it includes reducing psychosocial risks.
- Law no. 102/2009 of 10 September, art. 15
- ISO 45003:2021
- Guidelines for managing psychosocial risks within an occupational health and safety management system. It is a guidance standard: it cannot be certified on its own.
- ISO 45003:2021
Organizational healthIt's not just individual well-being. It's the way people, work and organization work together.
What we understand by Organizational Health
Person · System · Organization
Human and organizational problems rarely belong to a single category.
Stress, conflicts, overload, absenteeism, turnover, loss of trust or loss of engagement can have individual causes, but they can also arise from leadership, work organization, relationships, demands or the absence of adequate conditions.
SIGBEO seeks to understand these relationships before proposing a solution. The objective is not to produce an abstract diagnosis: it is to create clarity about what is happening, where to act and how to monitor developments.
Personexperience, resources, needs and behavior
Systemrelationships, teams, leadership, processes and work
Organizationstructure, culture, priorities, context and results
When this area makes sense
Signs that should not be treated in isolation.
Intervention begins when the organization recognizes a problem, a risk or a change that requires deeper reading. Not all signs require the same type of response, and not all signs are resolved with training.
02
Absenteeism & Turnover
Patterns that may indicate problems with working conditions, leadership, climate, belonging, workload or organizational functioning.
03
Conflict & Trust
Frayed relationships, difficult communication, silence in teams, low psychological safety or loss of trust.
04
Engagement & Energy
Demotivation, declining commitment, difficulty in mobilizing teams or persistent signs of wear and tear.
05
Psychosocial Risks
Need to identify risk and protection factors associated with content, organization and work relationships.
06
Organizational Change
Growth, restructuring or transformation that changes roles, demands, relationships and ways of working.
07
Teams under pressure
Highly demanding contexts in which performance and human sustainability begin to come into tension.
08
Actions without continuity
When specific well-being initiatives exist, but are not linked to the organization's causes, priorities or decisions.
Diagnosis & Consulting
First understand. Then decide where to intervene.
This can be a stand-alone entry point. The organization does not need to contract a long programme to better understand the situation and support the setting of priorities.
Organizational Health Diagnosis & Psychosocial Risks
Structured information gathering, with methods and tools defined in each project
Interviews with leadership, HR and employees
Analysis of absenteeism, turnover, engagement and other available indicators
Identification of patterns, relevant factors and areas that deserve attention
Integrated reading Person · System · Organization
Support in setting priorities and improvement measures
Follow-up of the agreed measures, when contracted
Clarity before intervention. Evidence before promise.
Method
How we work.
Our approach combines analysis of the organizational context, structured information gathering and a reading of the relevant indicators, according to the needs and characteristics of each organization. The appropriate methods and tools are defined within each project.
Scope
Defined in advance with each organization
Objectives, population, topics, methods, tools, deliverables and schedule are agreed before any data gathering.
Topics we can work on
- Workload
- Organization of work
- Autonomy
- Leadership
- Relationships
- Communication
- Protective factors
If there is a formal assessment with its own requirements, the scope and tools are defined in the proposal and in the project’s technical documentation.
How a project unfolds
Scope
We define objectives, population, topics and schedule
The scope, deliverables and schedule are defined in advance with the organization and recorded in writing.
Collection
Structured information gathering
Depending on the agreed scope, it may include questionnaires, interviews with leaders and teams, and a review of the indicators the organization already has, such as absenteeism, departures and replacement times.
Reading
Patterns, relevant factors and areas that deserve attention
The information gathered is analysed together with internal indicators, including what is already protecting the organization.
Feedback
Report, session with management and recommendations
A report with structured information to support decision-making, a review session with management, and recommendations tailored to the context and the data available.
The complete schedule is finalized in writing at the scope meeting, before any collection. It depends on the size of the population and the number of interviews. It is the first thing that is decided.
Training & Workshops
Develop skills where they make a difference.
Short-term interventions can be contracted independently or as part of a larger project. The offer is adjusted to the sector, function, problem and result sought.
01 · Organizational Health
Mental Health at Work
Awareness, literacy, prevention, warning signs, organizational responsibility and limits between support and clinical treatment.
02 · Prevention
Stress & Burnout
Understand risk factors, signs of burnout, recovery and possible responses at the individual and organizational level.
03 · Training
Resilience & Stress Management
Tools for self-regulation, demands management and recovery without reducing systemic problems to individual responsibility.
04 · Teams
Psychological Safety
Confidence, speaking up, learning, communicating risk, error and conditions for responsible participation.
05 · Leadership
Leadership for Organizational Health
How decisions, communication, priorities, demands and leadership behavior influence health and performance.
06 · Sustainability
Wellbeing & Sustainable Performance
Work on results and operating conditions without transforming permanent pressure and exhaustion into a management model.
BEWellbeing & human development
SIGBEO BE.Human
Well-being that creates capacity for work and life.
A corporate program to develop personal resources, healthier relationships and sustainable habits. It can respond to a concrete need or integrate a broader intervention, without confusing individual well-being with risks of organizational origin.
Mental health
Stress management
Emotional intelligence
Relationships and communication
Mindfulness
Habits and self-care
Financial literacy
Balance and personal sustainability
The starting point and format are defined by need: awareness raising, workshop, thematic cycle or ongoing program.
Talk about BE.HumanIndividual practices
An integrated approach.
Well-being at work benefits from an integrated approach. Individual development and support initiatives can be important, but they do not replace attention to working conditions, leadership, relationships and organizational factors.
The organization can start with a training course, a workshop, a diagnosis, a programme, consulting or the platform, depending on its needs.
Mindfulness & Meditation
Focus, recovery and self-regulation applied to work.
It's not training. These are practice and recovery formats in the work context: regular sessions, workshops and immersive days.
Regular sessionsBrief practices or weekly in-company cycles, in person or online.
Workshop / ExperienceAttention, breathing, presence and self-regulation applied to work.
Half-day / Corporate DayStructured experience of focus, recovery, energy and presence.
Retreat / Immersive dayOptional format for teams or leadership, custom designed.
SIGBEO
Technology & Data · Follow-up over time
A diagnosis is a snapshot. The platform follows how things evolve.
mySIGBEO provides structured information and indicators that support understanding of organizational trends, setting priorities and following progress over time. Aggregated view: it does not diagnose people or make decisions about anyone. Data processing is subject to the GDPR.
Aggregate patternsPsychosocial risksTrendsFollow-upDecision support
Frequently asked questions
A few questions before getting started.
- “We already do this internally.”
- It makes sense to start from what already exists. SIGBEO can complement that work with an external perspective and with support in analysing the information and setting priorities, within the agreed scope.
- “We already have EAP and health insurance.”
- They are important resources for individual support. SIGBEO’s work also addresses working conditions, leadership, relationships and organizational factors, which individual support does not replace.
- “We don’t have a budget.”
- You can start with a limited scope, such as a training course, a workshop or a focused diagnosis, and decide the next steps based on the information gathered.
- “What about employee data?”
- Results are presented in aggregate form, with a minimum number of responses per group, and individual responses are not shared with managers. We do not diagnose people. Data processing is subject to the GDPR.
The starting point
Do you want to understand what is really happening in your organization?
Tell us what signs you are observing, what you have tried and what you would like to change. The answer can start with a conversation, a diagnosis, training or a broader intervention.
Request an initial conversation
Tell us about the context and the main challenges of your organization. We will be glad to learn about your needs and explore possible ways of working together.