Psychosocial risk assessment and prevention for organisations that take their people seriously.
Beyond payroll and admin, HR teams are now expected to protect the psychological health of their people, prevent risk before it becomes crisis, and build a workplace culture that attracts and retains talent.
Stress, disengagement, poor communication and unresolved tensions quietly erode performance. By the time the symptoms are visible — absenteeism, turnover, conflict — the cost is already significant. Grace helps organisations get ahead of these risks through structured assessment, targeted prevention programmes and an emotionally intelligent approach to workplace culture.
Our wellbeing support is grounded in emotional intelligence: we help HR teams and managers develop the skills to notice what's happening beneath the surface and act before problems escalate.
Structured assessment of the psychological risk factors present in your organisation — workload, relationships, recognition, autonomy — with a clear action plan.
Understanding the root causes of absence and designing interventions that improve engagement, recognition and the quality of management relationships.
Defining values, expected behaviours and ways of working that attract talent, improve onboarding and strengthen team cohesion.
Structured surveys and feedback processes that surface what employees actually think — and translate the findings into concrete management actions.
Equipping managers to recognise warning signs, have difficult conversations early and create team environments where people can raise concerns safely.
Aligning culture, communication and employee experience to create a more coherent, motivating and resilient organisation.
Our wellbeing support is designed for HR managers, People & Culture leaders, and senior management teams who want to move from reactive to preventive.
Grace doesn't offer off-the-shelf wellbeing packages. We begin every engagement with a diagnostic phase — understanding the specific risks, culture and context of your organisation — before designing any intervention.
Identify the psychosocial risks present in your organisation through structured surveys, interviews and data analysis.
Co-create an intervention plan with your HR team — workshops, coaching, manager training or culture work, depending on your priorities.
Deliver the programme and measure impact. We build in reinforcement so that change sticks beyond the training room.
Every engagement is tailored, but psychosocial-risk and wellbeing work with Grace typically covers the following themes — combined and adapted to your organisation's reality.
The six families of psychosocial risk — workload, emotional demands, autonomy, relationships, value conflicts and job insecurity — and how they show up in day-to-day work.
How stress, disengagement and burnout build, and the individual and team signals that appear long before absence or turnover.
Why managers are the biggest single lever on team wellbeing, and the concrete behaviours that protect — or erode — psychological health.
Building teams where people can speak up, admit mistakes and raise concerns early, without fear of blame.
Approaching sensitive situations — overload, tension, personal difficulty — with empathy and structure, before they escalate.
Setting healthy boundaries, protecting focus and designing ways of working that perform without burning people out.
Learning is anchored in real workplace scenarios — analysed, discussed and rehearsed so participants leave with responses they can use immediately.
It's built on Grace's Assess → Build → Measure system — a validated baseline, structured development, and post-programme measurement — not a single session that fades in a few weeks.
A validated EI baseline, a post-programme assessment, and longitudinal tracking mapped to engagement, attrition, and productivity. Figures are drawn from the Grace ROI White Paper (2025) and are consistent with third-party research from TalentSmart, Korn Ferry, and the 2025 ICF Global Coaching Study.
Yes — GDPR and Swiss Data Protection Act compliant, delivered through a confidential, secure environment.
English, French, German, and four more — seven in total, across a network of roughly 40 certified coaches.
Yes. Our psychosocial risk assessment is structured to meet the duty of care obligations Swiss employers hold under labour law, and produces documentation you can point to if a risk is ever challenged.
Tell us about your organisation and what you're trying to achieve. A Grace consultant will respond the same day.