In the event of a major change in work context, such as a reorganization, the impact on mental health at work is undeniable. The transition generates uncertainty about the future, which can lead to severe work-related stress. This can have a deleterious effect on employees' health, work atmosphere and collective performance. That's why it's so important to offer employees psychological support during the transition period. This helps to limit these risks, preserve health in the workplace and create conditions conducive to change.
Reorganization is one of the stages in the life of a company. It is generally aimed at ensuring its survival or growth.
Reorganization can take many forms:
relocation or closure of a work site,
abandonment or outsourcing of an activity,
new division of work units,
buyout, merger,
job protection plan...
This is a fairly heavy structural change, which generates psychosocial risks that teams need to be protected from.
Here's our range of solutions to help you manage the transition, while preserving mental health in the workplace.The aim is to provide fast, effective support for employees, tailored to your organization:
24/7 psychological helpline for confidential, anonymous discussions
Discover the lineOn-site psychological support, led by a psychologist who conducts individual interviews at your company.
Find out more about psychological support atWorkshops and training courses for managers, to help them provide their teams with the best possible support in a changing work environment.
Discover ourManagers can also contact a management consultant via the hotline. In this way, they can benefit from advice on how to deal with the situations they will face when managing a team.
Pros-Consulte is registered with DREETS Bretagne, as an IPRP (Intervenant en Prévention des Risques Professionnels).
Our occupational psychologists are all qualified and experienced in providing support for workplace transitions. In the event of reorganization or PSE, their mission is also to work alongside HR managers, occupational health services, staff representatives or other internal or external contacts, to organize the best possible psychological support for employees.
In the context of individual psychological support for employees, the psychologist is there to offer a neutral, non-judgmental forum for discussion. His or her role is also to reassure, advise, detect the most fragile situations and, if necessary, refer employees to other care. Finally, he or she helps people mobilize their resources to cope with difficult situations.
