Discover three new tools to better preserve the psychological health of workers during changes

PRACTICAL TOOLS TO HELP GLOBAL-WATCH AFFILIATED EMPLOYERS COMBINE ORGANIZATIONAL PERFORMANCE AND PSYCHOLOGICAL HEALTH

Transformations are accelerating within organizations and mobilizing all stakeholders: HR professionals, managers, and employees. In this context, the challenge is not only to implement change, but also to understand, support, and sustain it while preserving workers’ psychological health.

Indeed, behind every change are workers who must constantly adapt, integrate new ways of working, and question their usual points of reference. This can significantly increase the risk of fatigue, anxiety, sleep disorders, and even depressive symptoms.

These effects are real, but they are not inevitable. With a better understanding of the dynamics at play and the action levers available to address them, change management can also become a lever for psychological health, trust, and engagement.

With this objective in mind, three tools have been developed to help organizations better anticipate, understand, and support transformations.

These three tools are now available in the tool library reserved for Global-Watch affiliated employers.

• Understand the psychological experience of change
• Identify the visible and invisible impacts of change
• Support management practices in a context of transformation

Available as infographics or more detailed written tools, they support a more human and sustainable approach to change by helping organizations design transformations that are better adapted to workplace realities.

tool 1 - an analytical framework for hr professionals: understanding the psychological experience of change

Before taking action, it is essential to understand what change means for workers.

This first tool provides a structured reading of the dynamics at work during periods of transformation.

It highlights the different dimensions of change: cognitive, emotional, relational, and temporal, to help HR professionals better understand the experience of teams.

This first tool offers concrete benchmarks as well as reflective questions to enrich practices and support a more human approach to change management that is better adapted to workplace realities.

 

ACCESS TO TOOL 1

Available to affiliated employers only 

 

Once change has begun, its effects may not always be immediately visible.

This second tool helps identify individual, collective, and organizational signals that emerge in times of transformation.

It makes it possible to gain a more accurate understanding of workplace realities, better understand what is happening beneath the surface, and adjust interventions at the right time to protect the psychological health of workers.

 

ACCESS TO TOOL 2

Available to affiliated employers only 

 

tool 3 - managers: supporting change, pitfalls and levers for an engaged team

The role of the manager is decisive in how change is experienced by their teams.

The third tool offers practical guidance to support this leadership role.

It helps identify management practices that may increase tensions, but also those that promote engagement, resilience, and adaptation.

It also encourages managers to reconsider resistance to change not as an obstacle, but as a valuable signal that can help them better understand workplace needs and realities.

 

ACCESS TO TOOL 3

Available to affiliated employers only 

 

a coherent approach to change management to support mental health and well-being at work

These three tools are part of the same logic. When used together, they make it easier to implement change management practices that are both structured and human-centred, taking workplace realities into account without overlooking workers’ psychological health.

Is your organization currently going through periods of change and looking for practical tools to help navigate them?