Mental Health at Work: What if HR Data Were the Key to Prevention?
Mental health is no longer a taboo topic in the workplace. And yet, despite good intentions, few organizations manage to turn this concern into concrete, measurable, and strategic actions.
What if HR data became a powerful ally in preventing psychosocial risks?
Understanding to Act Effectively
People Analytics has become an essential tool for giving meaning to people data. When it comes to mental health, this means:
• Identifying problematic indicators before the situation becomes critical
• Objectifying issues rather than relying solely on perceptions
• Targeting actions where the risks are highest
Which Indicators Raise the Alarm?
Some performance indicators can help you assess your organizational climate and prioritize areas for intervention:
• An increase in absenteeism in certain departments
• A rise in turnover within a specific job group
• A drop in employee engagement
• A decline in performance
• A rise in psychological disability claims
It is also recommended to cross-reference your indicators. The results may reveal risks that would otherwise be difficult to detect.
From Detection to Prevention with Predictive Analytics
People Analytics goes beyond simply observing indicators. With predictive models, it becomes possible to anticipate situations such as:
“One company observed that employees who accumulated over 50 hours of overtime in three months were three times more likely to be absent due to burnout.”
“Another company found that employees with higher absenteeism rates were more likely to leave the organization.”
With this knowledge, managers can intervene earlier with at-risk employees, adjust workloads, or provide appropriate support.
Mental Health and Organizational Performance: A Proven Link
Investing in mental health is also a performance lever that can be demonstrated through People Analytics:
• Reduced absenteeism costs
• Increased productivity
• Enhanced employer brand
In fact, organizations that place mental well-being at the core of their HR strategy also see improved retention and lasting employee engagement.
Taking Action with the Right Tools
To make mental health a measurable priority, you need to:
Define clear indicators
Implement monitoring mechanisms
Cross-reference HR data for a meaningful overview
Integrate these insights into strategic HR decisions
At Kara RH, we believe the most effective HR decisions are those based on facts. That’s why our HR analytics platform helps identify absence risks, measure the impact of your actions, and build a sustainable culture of well-being.
