WORKPLACE MENTAL HEALTH

Understand the risks. Improve the conditions. Support healthier work.

Workplace mental health is shaped by more than individual resilience. Workload, leadership, communication, role clarity and organizational structures all influence how people experience their work.

I help organizations identify psychological stress factors, understand the working conditions behind them, and translate findings into practical recommendations for improvement.

Through structured workplace assessments and organizational analysis, you can move beyond assumptions and make more informed decisions about employee wellbeing.

[Discuss Your Workplace Assessment →]

Understand what is affecting your employees

When employees experience persistent stress, exhaustion or disengagement, the visible symptoms rarely tell the whole story.

The underlying factors may include excessive workload, conflicting demands, unclear responsibilities, limited autonomy, communication problems or insufficient support.

Without a structured assessment, organizations risk addressing the symptoms while overlooking the conditions contributing to them.

A workplace mental health assessment helps you understand what is happening, identify relevant risk factors and determine where action is most needed.

What I can help you assess

01 — Psychological Stress Factors

Identify work-related demands and conditions that may contribute to psychological strain.

Depending on the project, this may include:

  • Workload and time pressure
  • Emotional demands and demanding work situations
  • Conflicting expectations and competing priorities
  • Work-life boundaries and recovery opportunities
  • Perceived support and available resources

02 — Organizational Structures & Working Conditions

Understand how the organization of work influences employee wellbeing and day-to-day functioning.

Areas of investigation may include:

  • Role clarity and distribution of responsibilities
  • Work processes and coordination
  • Staffing and workload distribution
  • Decision-making structures and autonomy
  • Organizational change and its effects on employees

03 — Leadership & Team Dynamics

Explore how leadership practices and interpersonal dynamics influence the working environment.

Depending on the scope, this may include:

  • Communication and feedback
  • Managerial support
  • Team collaboration
  • Psychological safety
  • Conflict and unclear expectations

04 — Employee Wellbeing & Experience

Build a more structured understanding of how employees experience their work and which areas may require attention.

This can include:

  • Employee perceptions of stress and wellbeing
  • Experiences of support and recognition
  • Perceived demands and resources
  • Differences between teams or employee groups
  • Areas requiring further investigation

The assessment scope is tailored to your organization’s context, objectives and available data.

My approach: From assessment to action

Step 1 — Understand the situation

We begin with a conversation about your organization, the challenges you are observing and the questions you need answered.

Together, we define the objectives, relevant employee groups and appropriate assessment methods.

Step 2 — Collect relevant information

Depending on the project, methods may include employee surveys, interviews, document reviews, workload analysis or other appropriate assessment approaches.

The methods are selected according to the questions being investigated—not applied as a one-size-fits-all solution.

Step 3 — Analyze the findings

I examine the information to identify patterns, potential risk factors, organizational influences and areas where further investigation may be needed.

Where appropriate, qualitative insights and quantitative data are considered together.

Step 4 — Prioritize areas for improvement

The findings are translated into a clear picture of the most relevant issues and potential opportunities for change.

This helps decision-makers distinguish between immediate concerns, underlying organizational challenges and longer-term development needs.

Step 5 — Develop practical recommendations

You receive recommendations tailored to the findings and your organizational context.

Depending on the project, these may inform workload adjustments, leadership development, changes to work processes, employee workshops or broader workplace health initiatives.

Where appropriate, follow-up evaluation can help assess progress over time.

What you receive

The exact deliverables depend on the scope of the assessment. A project may include:

  • A structured assessment plan
  • Analysis of relevant psychological and organizational factors
  • A summary of key findings and risk areas
  • Identification of priority areas for action
  • Practical, evidence-informed recommendations
  • An action-planning discussion with relevant stakeholders
  • Optional follow-up evaluation

The objective is not simply to collect data. It is to help you understand what the findings mean and what your organization can realistically do next.

Who is this for?

This service may be relevant for:

HR professionals who want a clearer understanding of employee wellbeing and psychosocial risks.

Leaders and managers who are seeing signs of overload, persistent stress or difficulties within their teams.

Organizations undergoing change that need to understand how new structures, responsibilities or working conditions affect employees.

Organizations with demanding work environments where workload, shift work, time pressure or emotional demands deserve closer examination.

Decision-makers planning workplace health initiatives who want to establish priorities based on evidence rather than assumptions.

Assessment, not assumptions

My approach combines work and organizational psychology with structured analysis of human experiences and working conditions.

Rather than assuming that every challenge can be solved through individual stress management, I look at the interaction between people, their work and the organizational environment.

The aim is to provide a clearer basis for decisions and help organizations choose interventions that address the issues identified.

Workplace assessments are not a substitute for clinical diagnosis or emergency mental health support. The methods and conclusions are defined according to the purpose and scope of each project.

What happens after the assessment?

An assessment is often the starting point—not the end of the process.

Depending on your findings, the next step may be:

  • Healthy Leadership Training to support managers in leading teams sustainably.
  • Employee Workshops focused on stress management, resilience, communication or psychological safety.
  • Organizational Consulting to explore work processes, role clarity or structural challenges.
  • Follow-up Evaluation to review implementation and assess changes over time.

The appropriate next step depends on what your organization actually needs.

Let’s understand what is happening in your organization.

You do not need to have a fully defined project before getting in touch.

Tell me about your organization, the challenges you are observing and the questions you would like to answer. We can clarify the scope and identify an appropriate starting point together.

[Discuss Your Workplace Assessment →]

Or explore the broader range of organizational services.

Andra Botean
Work & Organizational Psychologist | Research | Organizational Analysis