HR and organizational health training for managers and teams
HR and organizational health training for managers and teams
Indicateur H offers training that is dynamic, accessible and grounded in the concrete realities of work.
Training can be aimed at managers, employees, HR teams or the entire organization. It is designed to make sometimes complex subjects accessible and to provide tools that can be applied directly.
Topics can include mental health at work, psychosocial risks, difficult conversations, conflicts, communication, engagement, civility, recognition and the different generations in the workplace.
Each training session can be tailored to the industry, the participants' level of responsibility, the organization's policies and the situations they actually encounter.
Target
audience
SMEs
HR teams
Municipalities
Non-profits
Schools
Professional associations
Companies wanting to raise awareness or equip their teams
Needs the service addresses
Managers ill-prepared for people situations
Limited knowledge of mental health
Conflicts and communication problems
Prevention of psychosocial risks
Need to strengthen engagement
Onboarding of new managers
A desire to build a more human culture
AVAILABLE TRAINING LIBRARIES
Before It Breaks
Preventing burnout before a leave of absence becomes necessary.
Understand the early warning signs of overload, distress, and disengagement, and learn how to intervene before a person's health forces them to stop working. This training is deeply aligned with the Indicateur H approach because it connects prevention, mental health, and work organization.
What You're Not Changing, You're Choosing
The managerial courage to intervene.
What we tolerate, postpone, or avoid eventually becomes the norm: incivility, overload, conflict, poor performance, and problematic behaviour. Learn how to take action without resorting to an authoritarian or blame-based management style.
Manager, Not Therapist
Supporting employees experiencing psychological distress without becoming their therapist.
What should you do when an employee cries, experiences anxiety, appears exhausted, or is going through a difficult time? Learn how to listen, ask the right questions, provide appropriate referrals, document the situation, and respect your boundaries as a manager.
The Invisible Workload
What exhausts people is not always found in their job description.
Cognitive, emotional, and mental workload, interruptions, constant connectivity, ambiguity, and the feeling of never being finished. Learn to assess the true workload rather than simply counting the number of tasks.
The Employee May Not Be the Problem
Moving beyond individual vulnerability to examine organizational causes.
When several employees experience burnout, leave the organization, or take time off, the answer cannot always be: "You need to manage your stress more effectively." Examine leadership, workload, autonomy, recognition, processes, and workplace culture.
When a Team Becomes Toxic
Understanding the relationship dynamics that can contaminate a workplace.
Cliques, triangulation, unspoken issues, rumours, chronic conflict, scapegoating, dominant personalities, and managers who no longer intervene. Learn how to disrupt these dynamics without simply looking for someone to blame.
Returning Without Relapsing
Returning to work after a mental health-related absence.
Why a successful return begins before the employee's first day back. Topics include preparing the manager, assessing functional abilities, setting expectations, planning a gradual return, welcoming the employee back into the team, monitoring progress, and preventing another absence.
The Conversations We Avoid
Psychological health and relational courage.
Address changes in behaviour, declining performance, excessive workload, or conflict before the situation escalates. A highly practical course on difficult conversations and psychological safety.
The Anxious Generation at Work
Understanding how new generations are entering the workforce.
Anxiety, the need for feedback, relationships with authority, expectations, the meaning of work, fear of failure, and workplace integration. Learn how to adapt management practices without infantilizing younger employees.
People Don't Leave Their Personal Lives at the Door
When personal life intersects with work.
Separation, an ill family member, parenthood, bereavement, family conflict, financial difficulties, and other life events inevitably affect people at work. Learn how organizations can provide support without becoming intrusive or taking on a therapeutic role.
CHOOSE A training session
foire aux questions
Who are Indicateur H's training sessions for?
Training can be offered to managers, employees, HR professionals, OHS committee members or an entire team. The content, the language and the exercises are adapted to the participants' level of responsibility and to the organization's objectives.
What training topics are offered?
Topics can include mental health at work, psychosocial risks, communication, difficult conversations, conflict prevention, civility, engagement, recognition, workload and the generations in the workplace. Custom training can also be developed to fit the organization's needs.
Can the training be customized?
Yes. A session can be adapted to the industry, internal policies, the participants' level of experience and the situations encountered in the organization. Examples, scenarios and role-plays specific to the company can be built in to make the content more concrete and relevant.
Is training offered in person or remotely?
Both options are possible depending on needs, the number of participants and their location. Virtual sessions can include discussion, exercises and role-plays. In-person sessions also make it possible to work with participants in a more interactive format.
How long does a training session usually last?
The length depends on the topic and the objectives. An activity can take the form of a one-hour talk, a workshop of a few hours or a program spanning several sessions. An initial discussion helps determine the format that best fits the organization's needs.
How is the training made concrete?
Theoretical concepts are made accessible and paired with examples, reflection questions, scenarios and practical tools. The goal is for participants to recognize these situations in their daily work and know how to act after the training, rather than simply remembering concepts.
Is it possible to train only the managers?
Yes. Several training sessions are designed specifically for managers, including those on mental health, performance, difficult conversations, conflicts and returns to work. The content then takes into account their role, their responsibilities and the limits of what they should handle.
Can a training session be developed exclusively for our organization?
Yes. Indicateur H can design a complete training session around a specific need, an internal policy or an issue the organization is facing. The training can then be delivered as a workshop, a talk, a development program or teaching material for managers.