PSR Diagnosis & QWL Barometer
Enhanced by implicit measures
Measurement of psychosocial risks, detection of weak signals and scientifically grounded recommendations.
- Absenteeism: -20 to -30%
- Turnover: -15 to -25%
- Satisfaction: +10 to +20%
Evaluate, without surveying.
DeePsy optimizes your HR processes with a fun and innovative solution to help you detect potential
Choose your DeePsy universe
Two approaches, one same requirement for measurable performance
The fusion between psychology and technology
Reliable
A scientific method that avoids response distortion
Fast
Completed in 5 minutes
Effective
Get only the relevant key elements
Fun
A gamified test that enhances the user experience
Recruitment
Recruitment
Create your campaigns and evaluate human potential to choose the most suitable candidate during the recruitment process.
Evaluate personality, motivation and soft-skills with a completely original approach.
Quality of Work Life (QWL)
Evaluate anxiety, the risk of burnout, or even suicidal intentions.
These tests, achieving a reliability of 85%, can be used in the context of evaluating Psycho-Social Risks (PSR).
Measure the financial impact
If the social cost is obvious, the economic cost is just as much: absenteeism, turnover, recruitment errors... so many measurable losses that can be avoided.
Did you know that the average cost of workplace well-being issues amounts to €12,600 per year per employee? Or that a failed recruitment can cost up to 24 months of salary?
Estimate my potential savingsPrevent rather than repair: an economic imperative
Psychological disorders at work represent a considerable cost for companies.
€4,059
average cost of absenteeism per employee/year
+20% in recent years
150%
of annual salary to replace an employee
Recruitment + training + lost productivity
-35%
productivity with untreated disorders
Direct impact on performance
Our approach: measure the invisible to act effectively
A complete 5-step system to transform mental health into a performance lever.
Mental health audit
Transform data into decisions
Identification of root causes, prioritization of high-impact actions and definition of steering indicators.
- Average ROI: 3:1
- Overall performance: +5 to +10%
Manager training
Detect and act on weak signals
Early detection of psychological distress, adapted posture and faster managerial intervention.
- Sick leave: -15 to -20%
- Engagement: +10 to +15%
Targeted workshops
Strengthen collective resilience
Collective workshops on stress, burnout, communication and team cohesion.
- Stress: -25 to -35%
- Collaboration: +15 to +20%
Strategic support
Install sustainable prevention
Long-term framework, clear policy, robust governance and results-oriented continuous improvement.
- Psychological costs: -30 to -40%
- Strengthened employer brand
Investing in mental health, a strategic choice
Prevention is not just a moral obligation, it's a profitable investment.
Reduction of hidden costs
Up to 30 to 40% reduction in costs related to absenteeism, turnover and presenteeism.
Overall performance
Between 5 and 10% improvement in overall performance with structured prevention.
Employer brand
A clear mental health policy strengthens talent attraction and retention.
Security, confidentiality & governance
Your employees' trust relies on strict data separation.
Code of ethics
Strict respect of ethical principles and confidentiality of psychological data.
Aggregated data only
Campaigns can be configured in nominative or anonymized mode according to your needs.
GDPR compliance
Source anonymization, access traceability and documented data governance for each deployment.
DUERP integration
PSR assessments integrate into the Single Document according to INRS recommendations.
Our Training Programs
Adapted paths to equip your teams and managers.
2 days Design and deploy a PSR prevention plan in your organization
Learning objectives
- Clarify the legal framework and strategic PSR issues for the company.
- Build a PSR action plan articulated with the DUERP and HR policy.
- Define monitoring indicators and prevention governance (steering committee, CSE, management).
Synthetic program
- Mapping of PSR factors specific to your structure.
- Prioritization of risks and choice of action levers.
- Formalization of a structured plan: objectives, actions, responsibilities.
- Construction of a PSR dashboard.
- Steering modalities: role of management, CSE, etc.
- Red thread workshop: action plan adapted to your reality.
Target audience: HR Directors, HR managers, prevention officers, CSE members, prevention relay managers.
5-day path PSR & QWL: build a global approach to improving working conditions
Learning objectives
- Structure an integrated PSR–QWL approach aligned with the company strategy.
- Equip internal actors to diagnose, prioritize and treat risk situations.
- Install a culture of dialogue on work and activity completion conditions.
Path architecture
- Module 1 (3 days): Current issues, diagnostic methods, identification of determinants, plan development.
- Module 2 (2 days): QWL project management, animation of exchange times, monitoring and evaluation, co-development.
Target audience: QWL managers, prevention managers, HR Directors/managers, staff representatives.
2 days + virtual class Frontline managers: acting daily on PSR and QWL
Learning objectives
- Enable managers to early identify individual and collective warning signals.
- Develop managerial practices favorable to psychological health and work quality.
- Know how to intervene as a first responder in a degraded situation, without replacing other actors.
Synthetic program
- Understand PSR from concrete situations.
- Identify observable indicators in the team.
- Adjust management: clarification, regulation, feedback.
- Conduct a regulation or alert interview.
- Prevent managers' own suffering.
- Virtual follow-up class (1.5 h) after 1–2 months.
Target audience: frontline managers, project managers, middle management.
1 day Set up PSR–QWL indicators and dashboards
Learning objectives
- Build a simple, useful and shared PSR–QWL monitoring system.
- Combine quantitative and qualitative data to inform decisions.
- Organize information feedback and alert circuits.
Synthetic program
- What a PSR–QWL dashboard should and should not do.
- Inventory of available data (absenteeism, workplace accidents, surveys).
- Selection of relevant indicators by job or unit.
- Construction of a dashboard: periodicities, visuals, rules.
- Organization of alert circuits and decisions.
- Practical workshop: designing the framework of your own dashboard.
Target audience: HR, social management control, prevention officers, QWL managers, members of management.
1 day Psychosocial crisis management and post-event support
Learning objectives
- Know how to react in a structured way to a serious event related to PSR.
- Set up a crisis management procedure adapted to your context.
- Organize team support and return to sustainable activity.
Synthetic program
- Typology of critical events and human, legal, media issues.
- Development of a crisis protocol: alert chain, roles of each person.
- Internal and external communication in sensitive situations.
- Psychological and organizational support devices.
- Integrate lessons learned from the crisis into the prevention approach.
- Case study: construction of a crisis management scenario.
Target audience: Management, HR, communication, CSE, occupational health services, managers.
Scientifically Proven Validity
IAT (Implicit Association Test) tests are supported by decades of rigorous scientific research, demonstrating their effectiveness in evaluating psychological traits.
Swipe to see more
2002
Predictive validity of an IAT for assessing anxiety
Journal of Personality and Social Psychology, 83(6), 1441–1455
This study demonstrates that IAT tests can effectively predict anxiety levels, validating their use in psychological assessment.
2002
Implicit anxiety measure predicts cardiovascular reactivity
Emotion, 2(1), 3–11
Research showing that implicit anxiety measures predict physiological responses to stress, confirming their biological validity.
2006
Predicting spontaneous Big Five behavior with implicit association tests
European Journal of Psychological Assessment, 22(1), 13–20
Study demonstrating that IATs can predict spontaneous behaviors related to Big Five personality traits.
2020
Forecasting a fatal decision: Direct replication of the predictive validity of the Suicide–IAT
Psychological Science, 31(1), 65–74
Direct replication confirming the ability of IATs to predict suicide risks, demonstrating their critical clinical utility.
2017
On the applicability of the Big Five IAT in organizational settings
Current Psychology, 36, 665–674
Research validating the use of IAT tests in professional environments for personality trait assessment.
2004
Is the implicit association test immune to faking?
Experimental Psychology, 51(3), 165–179
Research showing that IAT tests are less sensitive to faking, making them more reliable for personality trait assessment.
These studies demonstrate the predictive validity and reliability of IAT tests in various professional and clinical contexts.