‘We put this into place and found over the course of 1 year, the only people who were absent from work were the only 2 people who never had a session! This result convinced us of the benefits!’
Partner in professional services firm

What are your greatest priorities for staff wellbeing, or indeed your own wellbeing within your organisation?

To reduce the damage following one of your executives taking an unexpected leave of absence? To reduce the rising cost of your PMI? To have preventive healthcare measures which protect you whilst providing a boost to morale and productivity? To reduce sickness, stress or absenteeism? To unleash new creative potential?

For many pressured executives looking after their own health and the wellbeing of staff is allocated to PMI and EAP schemes. Employee engagement is the domain of the Compensation and Benefits manager.

But with the highest rates of those with mental health issues (1 in 10) being white, urban dwelling managers following long term mental exhaustion, cure is often too late to help with the family fall-out, marriage break down or bankruptcy following divorce, all of which effect performance at work.

With recruitment costs 3 times the annual salary, with one executive resignation leading to 4 more leaving the business to cope with the loss of its top team, with less than 60% of executives exceeding in a new job, and with head hunters willing to offer your key talent opportunities with your competition, you as a business must decide, Is prevention better than cure?