Person
Mental health, vitality and psychological resources.
- Mental & Emotional Health
- Physical Vitality & Recovery
- Psychological Resources & Meaning
mySIGBEO · Organizational Health and Psychosocial Risks Platform
Organizational health. Signals that turn into a decision.
mySIGBEO provides structured information and indicators that support understanding of organizational trends, setting priorities and following progress over time. It combines Check-In, structured assessments, indicators and action tracking.
The blind spot
When we notice the problem, it has often already started a long time ago.
AbsenteeismWear and tearConflictsLoss of engagementOverloadBurnoutStaff turnoverLoss of trust
Before the most visible indicators appear, there are less obvious signals in people’s experience, in teams and in how work is organised. They are often scattered or reach decision-makers too late.
From “we think that” to a more structured view of what is changing.
“The team seems more tired.”
“There's something different in that department.”
“There seems to be more demotivation.”
“We only noticed when people started going on sick leave.”
It is not about keeping people under surveillance. It’s about understanding systems, patterns and trends.
The SIGBEO model
An integrated view of organisational health.
The SIGBEO model organises signals into three complementary pillars, each with three domains.
SIGBEO Index9 domains · 3 pillars · experimental stage
Work
Conditions, time and recognition.
- Conditions, Demands & Resources
- Time, Focus & Balance
- Recognition, Development & Fulfilment
Organization
Relationships, leadership and fairness.
- Relationships, Belonging & Culture
- Leadership, Trust & Psychological Safety
- Fairness, Participation & Organisational Support
SIGBEO’s own versioned model. The SIGBEO Index is at an experimental stage: it is neither a diagnosis nor a validated measure.
How it works
A photograph does not show an organization in motion.
Teams, projects, pressure, leadership, priorities and people change. Organizational health is not static.
- 01
Observe
Collect signals through periodic assessments and structured information.
- 02
Understand
Identify patterns, trends and changes that may require attention.
- 03
Follow up
Understand how indicators evolve in teams and the organization.
- 04
Act
Support Human Resources and leadership priorities, interventions and decisions.
- 05
Remeasure
Follow how indicators evolve after the actions implemented.
Measuring again closes the cycle and observation begins anew.
Product
One platform. Two experiences.
For the organisation
Identify trends, areas to follow, coverage, actions and progress.
For each person
Check-In, personal progress, questionnaires, resources and support in a space of their own.
On mobile
Demo data
From information to decision
The objective does not end in a dashboard.
Information should help ask better questions and organize scattered signals to support decisions.
- Signal
- Analysis
- Action
- Owner
- Deadline
- New measurement
- Where is people’s experience changing?
- Which teams show signs that are different from the usual pattern?
- What factors may be associated with this change?
- Are we improving or deteriorating?
- How did the indicators evolve after the actions?
- Where should we act first?
Taking care of myself
Measurement can also give something back to the person.
MIND
Focus, reflection and wellbeing resources.
BODY
Habits, movement, energy and recovery.
ACADEMY
Learning applied to work.
Demo data
Responsible technology and privacy
Technology that does not reduce people to metrics.
Understanding is not surveillance.
Each person sees their own space.
Individual results stay in each employee’s personal area. Only a support professional, in follow-up requested by the person themselves, can view an individual summary, with access logged.
The organisation works with aggregated patterns.
By default, it sees group trends and patterns, not individual answers.
Small groups are protected.
By default, results are only shown for groups with a minimum number of people, which the organization can raise but not lower.
Access control, isolation by organization, minimum number of people per group, audit and publication rules. Data processing is subject to the GDPR.
It does not perform clinical diagnosis, does not replace specialized assessment and does not automate decisions about people.
SIGBEO and mySIGBEO
Technology and intervention, in two layers.
mySIGBEO does not aim to solve an organisation’s challenges on its own. It helps identify where to look, what to follow and where action may be needed.
Measure, follow and organise information.
- Collection and monitoring of relevant indicators.
- Aggregate patterns and trends over time.
- Information to support better questions and decisions.
Activate measures, resources, programmes and services when needed.
- Contextual reading of what is happening.
- Intervention targeted at identified priorities.
- Monitoring results and progress.
Specialised services are activated according to the model contracted by the organisation.
Get to know SIGBEOFor whom
For organizations that want to manage with continuity, structure and evidence.
Human Resources and People & Culture
Understanding people's experience and prioritizing intervention.
Health and Safety at Work
Following working conditions and psychosocial factors.
Board and Management
Reading organizational trends and decision support.
Also suitable for public administration, large distributed operations and organisations with structured wellbeing programmes.
Framework
Developed for a preventive and responsible approach.
mySIGBEO takes as reference national, European and international legislation, guidance and standards on psychological health, psychosocial risks and organisational wellbeing.
Law No. 102/2009
Legal Regime for the Promotion of Safety and Health at Work.
NP 4590:2023
Management system for organizational well-being and happiness: requirements and guidance for its use.
NP 4552:2022
Management System for Reconciling Professional, Family and Personal Life.
Directive 89/391/EEC
European Framework Directive on the safety and health of workers at work.
EU-OSHA
Guidelines on Safety and Health at Work, psychosocial risks and mental health at work.
GDPR · Regulation (EU) 2016/679
General Data Protection Regulation.
Regulation (EU) 2024/1689
EU Artificial Intelligence Act, considered in the technological components to which it applies.
ISO 45001:2018
Occupational health and safety management systems.
ISO 45003:2021
Guidance for managing psychosocial risks within an OH&S management system based on ISO 45001. It is not, on its own, a standalone certification.
World Health Organization
Guidelines for mental health at work.
International Labour Organization
References on decent work, safety, health and psychosocial risks.
Good Health and Well-being
Promoting health and well-being involves understanding the conditions where people work and the factors that can compromise psychological health and quality of life.
Decent Work and Economic Growth
Sustainable organizations need to reconcile performance, working conditions, safety, health and human development capacity.
An important distinction
The reference to legislation, standards and guidelines does not mean that SIGBEO replaces legal processes, audits, certifications or specialized assessment, nor does it represent in itself a certification. It can function as an instrument for collecting, monitoring, analyzing and monitoring relevant indicators.
A healthy organization is not only managed when there is a problem.
It is managed continuously: observing, listening, understanding, deciding, acting and measuring again.
Demo with synthetic data, no commitment.