For a company to function optimally, the human factor is essential.

Employees are the heart of the company, and their engagement is intimately linked to their well- being. This was not always obvious, and it wasn't until the 1980s and 1990s that people gradually began to recognise the importance of mental health in the workplace. Today, it is widely accepted that a company must take into account and preserve the mental health of its employees. This new approach to employee relations is beneficial for both the employees and the company. Taking care of employees leads to engaged collaborators who actively contribute to the company's success. It's a win-win situation.

To achieve this, it is necessary to meet the needs of the majority while considering the specificities of each individual.

Traditionally, companies have communicated in a top-down manner, from management to employees. The use of surveys complements this mode of communication by adding an upward aspect. Surveys enable a genuine dialogue to take place between the company and its employees while preserving anonymity.

At Supermood, we often refer to it as "taking the pulse." Indeed, surveys are a means of assessing the overall health of all employees and, consequently, the company at a given moment, similar to a medical check-up. To ensure that taking the pulse is as accurate as possible, it is important that as many employees as possible participate. This allows for a detailed understanding of what engages employees. If we extend the analogy to a medical check-up, the doctor takes your pulse, measures your blood pressure, listens to your heart, takes your temperature, and sometimes asks you to say "Ahhh." The more information they have, the better their understanding of your health.

Surveys have the same exploratory and informative purpose. In this regard, the more extensive and detailed the feedback, the better the diagnosis. This allows for decision-making, further exploration of issues, and potentially additional assessments, all with the sole purpose of taking care of employees so that they can, in turn, fully engage and take care of their company.

Sometimes, we may be tempted not to take the time to respond. We might be busy doing something else or think that we have already seen these questions and will do it next time. But, just like a routine visit to the doctor, it is important to do it. Answering closed-ended questions as well as providing comments where we can express our voice is crucial.

In this regard, every response counts because every response is read. It is for the benefit of all, including oneself. By participating, we are already part of the solution.

Laure Miché-Roche,
Work Psychologist